Please read this important information regarding the use of biometric technology, which verifies identity through physiological and behavior characteristics, to enhance the security of some ADP timeclocks. 

For reporting in 2018 and going forward, government contractors will gain the efficiency of pulling a single data snapshot as of December 31 for reporting on both EEO-1 and VETS-4212 reports. 

On March 27, 2017, President Donald Trump officially completed the revocation of the Fair Pay and Safe Workplaces Executive Order.  Government contractors are no longer required to report violations of certain federal employment laws when bidding on contracts worth $500,000 or more and are no longer required to comply with the provision’s paycheck transparency rules.

Effective January 1, 2017 several states’ labor departments adopted regulations impacting one or more of the following provisions: Minimum Wage, Paid Parental Leave, Paid Sick Leave, Health Care Security Ordinance, Discrimination, Equal Pay for Equal Work, Unemployment Insurance, Oregon OSHA, Health and Safety Protection on the Job. These are mandatory changes and a new state poster is required. 

The U.S. Department of Labor and the Federal Acquisition Regulatory Council have published the final guidance and regulations implementing the Fair Pay and Safe Workplaces Executive Order (E.O. 13673).  The Executive Order sets forth procedures requiring federal agency contracting officers to consider an employer’s record of workplace law compliance when awarding contracts and subcontracts valued at more than $500,000. Consistent with this goal, prospective and existing contractors on covered contracts are not only required to disclose administrative determinations, arbitral awards, and civil judgments resulting from violations of any one of 14 enumerated labor laws and their state law equivalents, but they are also required to comply with the Executive Order’s Paycheck Transparency requirements.