Submitted by Husch Blackwell Associate Kayt Kopen
Federal contractors will soon need to update their Equal Employment Opportunity policies and their Affirmative Action Plans. According to an announcement by DOL’s Office of Federal Contract Compliance Programs, federal contracts and subcontracts awarded or modified after April 8, 2015, must include new contract language prohibiting discrimination on the basis of sexual orientation or gender identity. The new rule implements Executive Order 13672, signed by President Obama on July 21, 2014.
For most purposes, the new rule requires contractors to treat sexual orientation and gender identity just like race, color, religion, sex, and national origin. It prohibits discrimination and segregation, for example, and requires contractors to take affirmative action to ensure the fair treatment of job applicants. Contractors will be required to flow down the new requirements to their subcontractors, to put up new notification posters, and to refer specifically to sexual orientation and gender identity in job postings.
But not all of the requirements carry over directly from existing law. Contractors will not be required to include sexual orientation or gender identity in their affirmative action placement goals or to collect or analyze data to quantify their compliance. Contractors also will not be required to ask individuals to identify themselves on the basis of sexual orientation or gender identity.
DOL’s list of answers to frequently asked questions about the new rule is available here.
OFCCP’s five-year moratorium on enforcement actions against Tricare providers (Apr. 14, 2014)
Affirmative action for protected veterans and individuals with disabilities (Sept. 19, 2013)
TRICARE hospitals and pharmacies are not subcontractors (Jan. 9, 2012)
OFCCP’ push for a 7% disabled workforce (Dec. 27, 2011)