Doing business with the U.S. Postal Service has always been different from contracting with other federal agencies and commercial entities. As a starting point, the Postal Service is exempt from most federal procurement laws and regulations. such as the Federal Acquisition Regulation (FAR) and the Competition in Contracting Act (CICA). The Postal Service has its own special purchasing policies called the Supplying Principles and Practices. On top of these differences, the Postal Service is on the brink of insolvency. To help contractors understand and succeed within this special environment, our firm is presenting a full-day seminar on October 21, 2011 in Chicago on “What Every Postal Service Contractor Should Know.”  

President Obama’s proposed jobs bill could have a substantial impact on a construction industry that continues to weaken as Recovery Act funding dries up. The bill offers $447 billion in federal funding, much of which is devoted to infrastructure spending in the education, transportation, and housing industries. It would further delay the 3% withholding tax on government contractors and establish a national infrastructure bank to facilitate long-term investment in infrastructure projects. It also carries some restrictions. Although it is far from clear that the bill will make it through Congress, some of its provisions bear further consideration.

The Department of Labor has announced its final rule [pdf] implementing Executive Order 13495 [pdf], which addresses nondisplacement of qualified workers under federal service contracts. Under the DOL rule, federal contractors and subcontractors on service contracts over the $150,000 simplified acquisition threshold will be required to offer employment to non-managerial employees whose employment would otherwise end at the close of the predecessor contract.

The USPS Office of Inspector General (OIG) recently announced that it will be auditing the Postal Service’s Suspension and Debarment program. Debarments most frequently result from a criminal conviction of a company, or its employees. But a contractor can be debarred for any type of improper conduct that negatively reflects on its honesty, ethics, or competence. Resulting debarments have government-wide impact. The thrust of the audit appears to be whether USPS is debarring enough contractors. Read on for more details about OIG’s upcoming audit.

The U.S. District Court for the District of Columbia has issued a decision that may have a far-reaching impact on actions brought by the federal government under the False Claims Act. In United States v. First Choice Armor & Equipment, Inc., No. 09-1458 (D.D.C. Aug. 29, 2011) [pdf], the government asserted claims for fraudulent conveyances under the Federal Debt Collection Procedures Act in addition to its FCA and common law claims.  The court’s August 29 decision allows these claims to survive a motion to dismiss.

The Commission on Wartime Contracting’s final report [pdf] asserts that upwards of $60 billion in U.S. tax dollars have been lost to fraud, waste, and abuse in Iraq and Afghanistan over the past decade. The independent Commission was created in 2008 to assess contingency contracting for logistics, security, and reconstruction, as well as to make recommendations to Congress in order to improve contracting practices. The Commission’s final report blames the staggering losses on a lack of oversight, poor planning, and corruption. 

Title VII does not just protect U.S. citizens from discrimination, harassment, and retaliation while on U.S. soil; it also protects U.S. citizens overseas when working for U.S. companies. A recent complaint filed with the U.S. District Court in the Eastern District of Virginia Alexandria division highlights this. On August 17, 2011, the Equal Employment Opportunity Commission sued DynCorp International for hostile environment and retaliation. According to the Complaint [pdf], DynCorp, a military contractor and aircraft maintenance company, employed James Friso overseas. In late 2006, DynCorp transferred Friso to work at its jobsite in Taji, Iraq, where, allegedly, Friso experienced sexually charged harassment because he did not fit the male gender stereotype. The Complaint alleges that Friso was subjected to frequent derogatory comments by a co-worker about him and homosexuality. The Complaint alleges that Friso complained multiple times, but that the company failed to respond. Ultimately, Friso was transferred to Germany, which resulted in a loss of pay. The Complaint argues that this transfer was retaliatory in nature.

Activity by the Office of Federal Contract Compliance Programs points directly toward a new focus on discrimination in employee compensation. A settlement with AstraZeneca involving pay disparities averaging only $1,700 requires the company to conduct additional statistical analyses of pay for hundreds of employees. OFCCP rescinded the 2006 standards for assessing pay discrimination and published an advance notice of proposed rulemaking announcing a…