Compliance Corner

We previously announced the beginning of a comprehensive compliance webcast series covering a wide range of topics that impact your company. Follow the link above for additional information, including instructions to register for our first webcast on April 28, 2017; President Trump – The First 100 Days and Beyond. 

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.

When the new president is sworn in on January 20, 2017, on the steps of the U.S. Capitol, the Oval Office will have a new occupant. There will also be new faces in Congress and some government compliance policies are likely to change. That begs the question – so what does this mean for you and your company?

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.

Please be reminded that you can take proactive steps at this time to help ensure that you will be in compliance with the new FLSA regulations come December 1, 2016.