Ground Hog Day at the OFCCP

While Dates for OFCCP’s Revisions to Key Regulations Continue to Shift – Their Enforcement Agenda Does Not

It’s beginning to look a lot like Ground Hog Day, everywhere we go… as the OFCCP’s contractor community enters 2013 with what are perceived by many to be the same “potential game changers” hanging in the wind!

For those tracking OFCCP compliance trends, it might seem that we are reliving the movie “Ground Hog Day.” We started and ended 2012 under the same cloud that has followed us into 2013. Uncertainty surrounding a series of proposed revisions to key regulations has resulted in weariness on the part of the contractor community.

Since OFCCP’s regulatory agenda continues to be widely debated and discussed, we are not going to take time now to re-open the “cloud of potential angst.” However, for those interested in more information related to the pertinent issues at the center of the storm, the following links will take you right to the source for additional information on each – DOL/OFCCP:

• Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Protected Veterans (Final Rule Anticipated: April, 2013)
• Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities (Final Rule Anticipated: April, 2013)
• Nondiscrimination in Compensation—Compensation Data Collection (NPRM Anticipated: June, 2013)
• Sex Discrimination (NPRM Anticipated: August, 2013)
• Construction Contractors’ Affirmative Action Requirements (NPRM Anticipated: October, 2013)

While Synchronized Resources Inc., in partnership with Manchester Consultants and our other business alliances, will continue to track and report back on these and other proposed regulations, we encourage that you not be sided tracked by the “slight of focus” that was created in 2012 and continues to be employed in 2013. Don’t be lured into spending more time debating what “might be and when” rather than remaining focused on what “we know to be required today.” The result is often missed opportunities for progress sanctioned by a climate of uncertainty that for a couple of years now has been used to justify organizational procrastination on these important fronts.

Given OFCCP’s increasing use of aggressive enforcement strategies, this is no time for misdirection regarding the need for effective AAP development and implementation strategies. All the time spent anticipating, debating, and quite frankly, overdramatizing the impact of the proposed regulations, has consumed energy that could be better invested in devising proactive development and implementation strategies that will provide a framework on which to build when the clouds clear.

Source: Synchronized resources inc.

This information is intended to be educational and should not be considered legal advice on any specific matter.