#OFCCP

[nationallawreview]

OFCCP Requiring Construction Companies to Submit Monthly Data Reports starting April 2025

OFCCP announced it is reinstating a monthly reporting requirement (CC-257 Report) for federal construction contractors, nearly 30 years after discontinuing it. Beginning April 15, 2025, covered construction contractors must submit a report to OFCCP by the 15th of each month, with detailed data on its number of employees and work hours by race/ethnicity and gender. In its announcement, the Agency…

[socialjusticefail]

If anyone is on the hunt for a job, this piece from a recruiter talks about OFCCP compliant employers and how they look at resumes.

[exelahrsolutions]

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[democracyunderground]

President Trump on Tuesday revoked a decades-old executive order that strengthened protections against workplace discrimination.

Why it matters: Trump's desire to dismantle diversity, equity and inclusion initiatives in the federal government's employment practices could set the tone for private companies nationwide to do the same.

Trump's executive order targeting DEI practices undid a whole host of previous orders that sought to prohibit discrimination in the workplace. Among the landmark pieces of legislation were anti-discrimination rules enacted by President Lyndon Johnson in the Civil Rights era.

What is the Equal Employment Opportunity Act?

Signed by Johnson in 1965, Executive Order 11246, mandated government contractors to give equal opportunity to people of color and women in recruitment, hiring, training and other employment practices.

It prohibited employment discrimination and called on federal contractors to take affirmative action to ensure employees are treated equally, "without regard to their race, creed, color, or national origin."

Johnson signed the act just a year after signing the Civil Rights Act of 1964.

Congress later expanded on the executive order in the Equal Opportunity Employment Act of 1972, increasing the number of employees covered by the workplace protections and requiring state and local governments to follow the rules outlined.

What does Trump's executive order say?

Trump's expansive executive order states that "Executive Order 11246 of September 24, 1965 ... is hereby revoked."

The executive order claims that both the private and public sectors "have adopted and actively use dangerous, demeaning, and immoral race- and sex-based preferences," and that these DEI practices "can violate the civil-rights laws of this Nation."

It noted that federal contractors could continue complying with the act for the next 90 days.

Caveat: Trump's executive order targets the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), which enforces Executive Order 11246.

It orders the OFCCP to "immediately cease" promoting diversity, holding federal contractors and subcontractors responsible for affirmative action practices, and "allowing or encouraging" those same entities "to engage in workforce balancing" on the basis of race, sex, sexual orientation, religion and nation of origin.

What's been the response?

Trump's executive order has already sparked outcry from civil rights leaders and advocacy groups.

"Diversity, equity, and inclusion are aligned with American values," National Urban League president Marc H. Morial told Axios. "They are about uniting us, not dividing us. Efforts to paint DEI as a preference program are nothing more than campaigns of smear and distortion."

Judy Conti, government affairs director of the National Employment Law Project, slammed Trump's executive order in a statement Wednesday.

"This is not a return to so-called 'meritocracy.' Rather, it's an attempt to return to the days when people of color, women, and other marginalized people lacked the tools to ensure that they were evaluated on their merits," Conti said.

[pscottm]

Trump Signs Order to Kill Federal Agency Investigating Tesla | IBTimes

A federal probe into alleged workplace discrimination at Tesla, including "N-word, swastikas, threats, and nooses, on desks," has been abruptly axed by an executive order signed by President Donald Trump on Jan. 21.

The order dismantled the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP), the agency responsible for enforcing equal employment laws among federal contractors.

With the agency nearly defunct, employees are left with grunt work; informing businesses that discrimination audits have halted and outstanding fines won't be collected, according to the San Francisco Standard.

Tesla was hit with a lawsuit in September 2023 from the Equal Employment Opportunity Commission (EEOC), which accused the company of fostering a workplace where Black employees faced ongoing harassment and retaliation.

[theeminentlyimpractical]

you know what I cannot deal with losing my job to men mismanaging money for their side piece and taking it out on the fucking librarians AND mike johnson being elected Speaker in the same week

ten seconds from taking my mentor’s advice to “take the severance and get the fuck out, print everything and drop an OFCCP complaint on the way out the door”.

[deandacosta]

TechRecruit Conference - How to Simplify OFCCP Compliance for Recruiters with Noelle Hunt Bennett

http://dlvr.it/TFq4yg

[notesonfreedom]

How did Trump negatively affect black people in office... Oh let me count the ways:

*** 2017 ***

- On January 27, Trump signed the first Muslim Ban

- On January 31, his under his FCC leadership, they refused to defend components of regulations preventing price gouging in prison phone rates.

- On February 3, the FCC rescinded its 2014 Joint Sales Agreement (JSA) guidance, which had led to the only increase in television diversity in recent years.

- On February 9, Trump signed three executive orders “to fight crime, gangs, and drugs; restore law and order; and support the dedicated men and women of law enforcement.”

- On February 23, Attorney General Sessions withdrew an earlier Justice Department memo that set a goal of reducing and ultimately ending the department’s use of private prisons.

- On February 27, the Department of Justice dropped the federal government’s position that Texas and North Carolina voter ID laws were racially discriminatory.

- On March 27, Trump repealed the Fair Pay and Safe Workplaces Executive Order. The order, signed by President Obama, helped ensure that federal contractor provided safe and fair workplaces for employees by encouraging compliance with federal labor and civil rights laws, and prohibiting the use of mandatory arbitration of certain disputes.

- On March 29, the Department of Education decided to terminate the Opening Doors, Expanding Opportunity grant program, which helps local districts boost socioeconomic diversity within their schools, which boosted racial diversity

- In a March 31 memo, Attorney General Sessions abandoned consent decrees with law enforcement agencies relating to police misconduct

- On April 11, the administration proposed removing a question from the National Survey of Children’s Health (NSCH) regarding preschool suspension and expulsion.

- On April 26, Trump released an outline of a tax reform plan that was viewed largely as a tax giveaway for the wealthy and big corporations.

- On May 10, Sessions announced in a two-page memo that DOJ was abandoning its Smart on Crime initiative that had been hailed as a positive step forward in rehabilitating drug users and reducing the enormous costs of warehousing inmates.

- On May 23, Trump’s fiscal year 2018 budget proposed eliminating the Office of Federal Contract Compliance Programs (OFCCP)

- On June 8, Dept. of Education Office of Civil Right’s acting head sent a memo to OCR staff discouraging systemic investigations in favor of individual investigations of discrimination.

- On June 14, DeVos decided to delay implementation of and to renegotiate the Borrower Defense to Repayment and Gainful Employment regulations – important regulations that had been designed to protect students from predatory conduct by for-profit schools.

- On June 28, the Justice Department’s Civil Rights Division sent a letter to 44 states demanding extensive information on how they maintain their voter rolls. This request was made on the same day that President Trump’s so-called Commission on Election Integrity sent letters to all 50 states demanding intrusive and highly sensitive personal data about all registered voters.

- On August 1, Trump administration redirected resources of the Justice Department’s civil rights division toward investigating and suing universities over affirmative action admissions policies deemed to discriminate against white applicants.

- On August 2, Trump announced his support of Republican-backed legislation that would slash legal immigration in half over a decade.

- On August 7, the Justice Department filed a brief in the Supreme Court in Husted v. A. Philip Randolph Institute arguing that it should be easier for states to purge registered voters from their rolls

- On August 28, Sessions lifted the Obama administration’s ban on the transfer of some military surplus items to domestic law enforcement – rescinding guidelines that were created in the wake of Ferguson to protect the public from law enforcement misuse of military-grade weapons.

- On September 15, the Department of Justice ended the Community Oriented Policing Services’ Collaborative Reform Initiative

- On October 27, the Department of Education announced it was withdrawing nearly 600 policy documents regarding K-12 and higher education.

- On November 1, Trump signed a resolution repealing the Consumer Financial Protection Bureau’s rule on forced arbitration.

- On November 16, the Federal Communications Commission voted to gut Lifeline, the program dedicated to bringing phone and internet service within reach for people of color, low-income people, seniors, veterans, and people with disabilities, with particularly egregious consequences for tribal areas. They also voted to eliminate several rules promoting competition and diversity in the broadcast media, undermining ownership chances for women and people of color.

- On November 20, the Trump administration announced it would terminate the Temporary Protected Status (TPS) designation in 18 months for approximately 59,000 Haitians living in the United States with reports saying Trump asked advisors why we had people coming in from "sh*thole nations".

- On December 4, the Department of Labor proposed changing its longstanding position codified in regulation that prohibited employers from pooling together tips and redistributing them to workers who don’t traditionally earn tips.

- On December 21, it was reported that Sessions rescinded 25 guidance documents, including a letter sent to chief judges and court administrators to help state and local efforts to reform harmful practices of imposing fees and fines on poor people.

*** 2018 ***

- On January 4, Sessions rescinded guidance that had allowed states, with minimal federal interference, to legalize marijuana.

- On January 11, the Trump administration released new guidelines that allow states to seek waivers to require Medicaid recipients to work

- On January 16, the Consumer Financial Protection Bureau under Mulvaney’s leadership announced it would reconsider the agency’s payday lending rule.

- On January 17, the administration announced its decision to bar citizens from Haiti from receiving H2-A and H2-B visas.

- On January 18, the Department of Health and Human Services announced a proposed rule to allow health care providers to discriminate against patients, and within the department’s Office for Civil Rights, a new division – the Conscience and Religious Freedom Division – to address related claims.

- On January 18, the CFPB abruptly dropped a lawsuit against four online payday lenders who unlawfully made loans of up to 950 percent APR in at least 17 states.

- On January 25, the Census Bureau announced that the questionnaire for the 2018 End-to-End Census Test will use race and ethnicity questions from the 2010 Census instead of updated questions recommended by Census Bureau staff.

- On February 1, The New York Times reported that the Department of Justice was effectively closing its Office for Access to Justice

- On February 1, reports surfaced claiming Trump’s Labor Department concealed an economic analysis that found working people could lose billions of dollars in wages under its proposal to roll back an Obama-era rule – a rule that protects working people in tipped industries from having their tips taken away by their employers.

- On February 1, multiple sources reported that acting Consumer Financial Protection Bureau Director Mick Mulvaney had transferred the consumer agency’s Office of Fair Lending and Equal Opportunity from the Supervision, Enforcement, and Fair Lending division to the director’s office. The move essentially gutted the unit responsible for enforcing anti-lending discrimination laws.

- On February 12, Trump's 2019 budget proposed eliminating the Community Relations Service – a Justice Department office established by the Civil Rights Act of 1964

- On March 5, the Office for Civil Rights at the U.S. Department of Education released a new Case Processing Manual (CPM) that creates greater hurdles for people filing complaints and allows dismissal of civil rights complaints based on the number of times an individual has filed.

- On March 5, a Department of Housing and Urban Development memo announced Secretary Ben Carson’s consideration of revising the agency’s mission statement and removing anti-discrimination language and promises of inclusive communities.

- On April 3, Secretary of Education Betsy DeVos restored recognition of for-profit school accreditor ACICS, which the prior administration had terminated as a federal aid gatekeeper based on ACICS’s documented failures to set, monitor, or enforce standards at the schools it accredited, including the now-defunct Corinthian, ITT, and FastTrain.

- On April 10, Trump signed an executive order directing federal agencies to push for work requirements for low-income people in America who receive federal assistance, including Medicaid and SNAP.

- On April 25, Secretary Ben Carson proposed changes to federal housing subsidies that could triple rent for some households and make it easier to impose work requirements.

- On May 3, Trump signed an executive order creating a White House Faith and Opportunity Initiative tasked with working on “religious liberty” issues across federal agencies.

- On May 13, The New York Times reported that the Department of Education had “effectively killed investigations into possibly fraudulent activities at several large for-profit colleges where top hires of Betsy DeVos, the education secretary, had previously worked” by reassigning, marginalizing, or instructing its fraud investigators to focus on other matters.

- On May 18, the Department of Housing and Urban Development announced it would be publishing three separate notices to indefinitely suspend implementation of the 2015 Affirmatively Furthering Fair Housing rule.

- On May 21, Trump signed a resolution of disapproval under the Congressional Review Act, which repealed the Consumer Financial Protection Bureau’s (CFPB) guidance on indirect auto financing.

- On May 24, Trump signed the Economic Growth, Regulatory Relief and Consumer Protection Act. The law rolled back more expansive Home Mortgage Disclosure Act data requirements for banks that generate fewer than 500 loans or lines of credit each year, thereby exempting 85 percent of banks and credit unions.

- On May 24, the Department of Education announced that it does not plan to implement rules designed to protect students in online degree programs from being taken advantage of by schools that load students up with debt but offer useless degrees, and instead plans to delay implementation of the rules and rewrite them.

- On June 6, Mick Mulvaney fired all 25 members of the Consumer Financial Protection Bureau’s Consumer Advisory Board.

- On June 11, the Department of Justice announced that it would delay implementation of a permanent program for collecting information on arrest-related deaths until Fiscal Year 2020, a full five years after the Death in Custody Reporting Act was signed into law and two years after DOJ last published its near-final compliance guidelines.

- On June 18, Nikki Haley, the U.S. Ambassador to the United Nations, announced that the United States was withdrawing from the UN Human Rights Council.

- On July 3, Attorney General Jeff Sessions and Education Secretary Betsy DeVos rescinded guidance from the Departments of Justice and Education that provides a roadmap to implement voluntary diversity and integration programs in higher education consistent with Supreme Court holdings on the issue.

- On July 10, the Centers for Medicare and Medicaid Services announced cuts to navigator funding for outreach to hard-to-reach communities for the fall 2018 Affordable Care Act open enrollment period.

- On July 25, the Department of Education proposed new borrower defense rules. The proposal would strip away student borrower rights, end key deterrents of predatory school conduct, and make it nearly impossible for students hurt by school misconduct to get loan relief.

- On August 13, Secretary Ben Carson proposed changes to the Obama-era Affirmatively Furthering Fair Housing (AFFH) rule, which aimed to combat segregation in housing policy.

- On August 15, the Federal Register published a Trump administration proposal to restrict protest rights in Washington, D.C. by closing 80 percent of the White House sidewalk, putting new limits on spontaneous demonstrations, and opening the door to charging fees for protesting.

- On August 30, the Department of Justice filed an amicus brief opposing Harvard College’s motion for summary judgement in Students for Fair Admissions, Inc. v. Harvard, choosing to oppose constitutionally sound strategies that colleges and universities use to expand educational opportunity for students of all backgrounds.

- On October 12, the Department of Justice filed a statement of interest opposing a consent decree negotiated by Chicago Mayor Rahm Emanuel and Illinois Attorney General Lisa Madigan to overhaul the Chicago Police Department.

- On October 19, the Department of Justice ended its agreement to monitor the Juvenile Court of Memphis and Shelby County and the Shelby County Detention Center in Tennessee, which addressed discrimination against Black youth, unsafe conditions, and no due process at hearings.

- On November 7, on his last day as Attorney General, Jeff Sessions issued a memorandum to gut the Department of Justice’s use of consent decrees.

- On November 8, the Department of Labor rolled back guidance issued by the Obama administration that clarified that tipped workers must spend at least 80 percent of their time doing tipped work in order for employers to pay them the lower tipped minimum wage.

- On December 18, the Trump administration’s School Safety Commission recommended rescinding Obama-era school discipline guidance, which was intended to assist states, districts, and schools in developing practices and policies to enhance school climate and comply with federal civil rights laws.

*** 2019 ***

- On January 3, The Washington Post reported that the Trump administration is considering rolling back disparate impact regulations that provide anti-discrimination protections to people of color, women, and others.

- On January 4, The Guardian reported that the Trump administration has stopped cooperating with and responding to UN investigators over potential human rights violations in the United States.

- On January 23, the Department of Health and Human Services granted a waiver to South Carolina to allow state-licensed child welfare agencies to discriminate in accordance with religious beliefs.

- On January 29, the Department of Justice reversed its position in a Texas voting rights case, saying the state should not need to have its voting changes pre-cleared with the federal government. Career voting rights lawyers at the department declined to sign the brief.

- On March 7, the Department of Labor issued a proposed revision to the overtime rule, which proposes to raise the salary threshold to an amount ($35,308) far lower than the Obama Labor Department’s previously finalized rule ($47,476).

- On April 12, Politico reported that the Trump administration will not nominate (or renominate) anyone to the 18-member U.N. Committee on the Elimination of Racial Discrimination.

- On May 6, the Centers for Medicare and Medicaid Services (CMS) published a final rule targeting home care workers – who are mostly women of color – designed to stop them from paying union dues and benefits through payroll deduction.

- On May 6, the Office of Management and Budget proposed regulatory changes that could result in cuts in federal aid to millions of low-income Americans by changing how inflation is used to calculate the definition of poverty.

- On July 1, the Department of Education rescinded the “gainful employment” rule that identified higher education programs that routinely left students with unaffordable debt.

- On July 23, the Trump administration proposed a rule that could cut more than 3 million people from the Supplemental Nutrition Assistance Program (SNAP) – or food stamps – after Congress blocked similar efforts in 2018.

- On August 15, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) unveiled a proposal that would allow government contractors to fire LGBTQ employees, or workers who are pregnant and unmarried, based on the employers’ religious views.

- On August 28, the Trump administration announced that some children born to U.S. military members and government employees working overseas wouldn’t automatically be considered U.S. citizens.

- On August 30, Secretary of Education Betsy DeVos announced final new “borrower defense” regulations that rolled back protections for student borrowers against predatory recruiting and other school misconduct put in place in 2016.

- On September 11, multiple reports confirmed that the Trump administration would not grant Temporary Protected Status (TPS) to Bahamians impacted by Hurricane Dorian.

- On October 1, the Department of Agriculture unveiled a new proposal to take away some state flexibility in setting benefit levels under the Supplemental Nutrition Assistance Program (SNAP)

- On November 1, the Department of Health and Human Services issued a rule to undo requirements that its grantees ensure that federal taxpayer dollars are not used to fund discrimination.

- On November 1, the Department of Education issued a final regulation permitting religious colleges and universities to ignore nondiscrimination standards set by accrediting agencies.

- On December 3, the White House issued a Statement of Administration Policy opposing H.R. 4, the Voting Rights Advancement Act,

- On December 10, the Equal Employment Opportunities Commission (EEOC) revealed a proposed rule that would prohibit the use of official time by union representatives to assist in federal workplace anti-discrimination claims.

- On December 11, memos obtained by NPR revealed that Secretary Betsy DeVos overruled career staff in the Department of Education’s Borrower Defense Unit, who recommended to the department’s political leadership that defrauded student borrowers deserve no less than full relief from their student debts

- On December 18, Attorney General William Barr announced the launch of Operation Relentless Pursuit, which was projected to funnel $71 million to law enforcement in seven cities – Albuquerque, Baltimore, Cleveland, Detroit, Kansas City, Memphis, and Milwaukee – under the guise of combating violent crime.

*** 2020 ***

- On January 16, nine federal agencies issued proposed rules eliminating the rights of people receiving help from federal programs to (i) request a referral if they have a concern or problem with a faith-based provider and (ii) receive written notice of their rights.

- On January 30, the Centers for Medicare and Medicaid Services released block grant guidance to allow states to cap Medicaid spending

- On February 10, the Trump administration released its Fiscal Year 2021 budget proposal, which included $1 trillion in cuts to Medicaid and the ACA over 10 years, cuts to SNAP by $182 billion over 10 years, cuts assistance for some people with disabilities through Social Security Disability Insurance and Supplemental Security Income, and reduces the Temporary Assistance for Needy Families (TANF) program by $21 billion over 10 years, among other drastic cuts.

- On February 13, the Department of Housing and Urban Development proposed to amend the Equal Participation of Faith-Based Organizations rule that removes safeguards to prevent discrimination.

- On February 20, the White House published a memo (dated January 29) signed by Trump that granted Secretary of Defense Mark Esper the authority to ignore the collective bargaining rights of civilian employees working for the Department of Defense.

- On February 25, the Department of Justice sided with the plaintiff, Students for Fair Admissions, to oppose race-based affirmative action at Harvard University in a friend-of-the-court brief filed in the First Circuit Court of Appeals.

- On March 17, the Department of Labor’s Office of Federal Contract Compliance Programs announced a decision to temporarily exempt and waive certain affirmative action requirements connected to federal contracts for coronavirus relief.

- On April 30, the Department of Education issued guidance, flouting congressional intent under the CARES Act, that directs school districts to share millions of dollars designated for low-income students with wealthy private schools.

- On May 12, the Department of Agriculture appealed an injunction that blocked the agency from proceeding with cuts to the SNAP program (food stamps). The new requirements, if the USDA wins its appeals, would strip 688,000 Americans of their food benefits.

- On May 26, the Department of Justice filed a statement of interest in an Alabama federal court in support of the state’s onerous absentee ballot requirements that put Black voters and voters with disabilities at risk during the COVID-19 pandemic.

- On May 29, Trump vetoed a bipartisan resolution to overturn a Department of Education rule and hold Secretary DeVos accountable for failing to provide relief to students defrauded by for-profit colleges.

- On June 12, the Department of Health and Human Services issued its final rule rolling back the non-discrimination protections (Section 1557) of the Affordable Care Act.

- On June 24, the White House issued a Statement of Administration Policy opposing H.R. 7120, the George Floyd Justice in Policing Act

- On June 24, the White House issued a Statement of Administration Policy opposing H.R. 51, the Washington, D.C. Admission Act

- On June 24, the White House issued a Statement of Administration Policy supporting H.R. 3985, the Just and Unifying Solutions To Invigorate Communities Everywhere (JUSTICE) Act

- On July 7, the Department of Education’s Office for Civil Rights issued a notice in the Federal Register proposing changes to the Civil Rights Data Collection, including removal of several questions regarding school and district characteristics, discipline, school finance and data disaggregation.

- On July 14, the federal government executed Daniel Lewis Lee – the first federal execution in more than 17 years after the Trump administration resumed the federal death penalty.

- On July 16, the federal government executed Wesley Ira Purkey – the second federal execution in more than 17 years after the Trump administration resumed the federal death penalty.

- On July 17, the federal government executed Dustin Lee Honken – the third federal execution in more than 17 years after the Trump administration resumed the federal death penalty.

- On July 23, Secretary Carson terminated the Obama-era Affirmatively Furthering Fair Housing (AFFH) rule, replacing it with a new rule called “Preserving Community and Neighborhood Choice.”

- On August 26, the Department of Education issued a “Dear Educators and Stakeholders Letter” announcing the withdrawal of eight guidance documents, including in its rationale that previous support the department expressed for diversity was advocating for “policy preferences and positions beyond the requirements of the Constitution and Title VI.”

- On August 26, the federal government executed Lezmond Charles Mitchell – the fourth federal execution in more than 17 years after the Trump administration resumed the federal death penalty.

- On August 28, the federal government executed Keith Dwayne Nelson – the fifth federal execution in more than 17 years after the Trump administration resumed the federal death penalty.

- On August 31, the Department of Education issued a notice in the Federal Register that it had rescinded almost 100 guidance documents issued since the 1990s.

- On September 2, Trump sent a memorandum to the attorney general and the director of the Office of Management and Budget that threatened to pull federal funding from “anarchist jurisdictions” – cities

- On September 4, the Department of Housing and Urban Development issued a final rule that severely weakens the disparate impact tool under the Fair Housing Act, which will make millions of people more vulnerable to housing discrimination.

- On September 4, Russell Vought, the director of the Office of Management and Budget, sent a memo to the heads of executive departments and agencies instructing them to end anti-racist trainings that address white privilege and critical race theory – calling them “divisive, anti-American propaganda.”

- On September 8, a whistleblower complaint from a Department of Homeland Security official alleged that top DHS officials, including Chad Wolf and Ken Cuccinelli, directed analysts to downplay threats from violent white supremacy and Russian election interference.

- On September 22, Trump issued an executive order prohibiting federal agencies, federal contractors, and grantees from engaging in anti-discrimination workplace diversity trainings the administration deemed “divisive.”

- On September 24, the Department of Housing and Urban Development issued its final rule to gut the disparate impact tool under the Fair Housing Act, which will make it harder to challenge systemic racism by housing providers, financial institutions, and insurance companies that deprive people of the services and opportunities they need.

- On October 6, Microsoft revealed that the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) contacted the company over its commitments to increasing diversity. According to Microsoft, “the OFCCP has focused on whether Microsoft’s commitment to double the number of Black and African American people managers, senior individual contributors and senior leaders in our U.S. workforce by 2025 could constitute unlawful discrimination on the basis of race, which would violate Title VII of the Civil Rights Act.” The OFCCP contacted Wells Fargo for the same reason.

- On October 8, a Justice Department memo suspended all diversity and inclusion training for the department’s employees and managers in compliance with Trump’s recent executive order banning anti-bias trainings.

- On November 2, Trump signed an executive order establishing the President’s Advisory 1776 Commission to “promote patriotic education.” The commission, teased by Trump in remarks on September 17, was viewed as a political move aimed at censoring the teaching of American history and as an attack on The New York Times’ Pulitzer-Prize winning 1619 Project,

*** 2021 ***

- On January 8, the Centers for Medicare and Medicaid Services approved a new Medicaid financing system in Tennessee – a 10-year “experiment”

- On January 16, the federal government executed Dustin John Higgs – the thirteenth federal execution in more than 17 years after the Trump administration resumed the federal death penalty.

- On January 18, which was MLK Day, Trump’s 1776 Commission issued a report calling for “patriotic education,” comparing progressivism to fascism and communism, and justifying the nation’s founding on the basis of slavery.

[matt-the-radar-techncian]

https://www.nbcnews.com/feature/nbc-out/lgbtq-advocates-say-trump-s-news-executive-order-makes-them-n740301

https://www.yahoo.com/news/interior-department-removes-sexual-orientation-193521439.html

https://www.them.us/story/trump-finalizes-rule-oking-anti-lgbtq-discrimination

https://www.dol.gov/newsroom/releases/ofccp/ofccp20201207

This is what he wrote back during his presidency. The reason I'm a little more focused on "trustworthy" is because some previous comments made it seem like you trust him on issues more than Biden

None of these are a great look for Trump, but they don’t seem all that consequential. The first article just says that “activists say that protections might be reduced” with no evidence. The second one says that “sexual orientation” was taken out of a few internal training videos. This sounds bad but it doesn’t really mean anything. Training videos are never official policy in any organization, and they’re always just hastily put together by some random office worker who doesn’t put any effort into their job. The third article talks about an executive order that clarifies existing policies about religious exemptions. If this is the best evidence you have then it doesn’t paint a picture of protections for LGBT people being systematically “rolled back.” There are plenty of more substantial reasons to criticize Trump than this

And also, what “previous comments”? When have I ever implied that Trump is trustworthy?

[nationallawreview]

Federal Contractors Beware – More Data Disclosures Coming!

On October 29, 2024, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) published a Freedom of Information Act (FOIA) notice, inviting federal contractors to respond to FOIA requests that the OFCCP received related to federal contractors’ 2021 Type 2 EEO-1 Consolidated Reports. These reports, required of federal contractors and subcontractors with at least 50…

[richmondflyingsquirrels]

hi i’m an employment & civil rights lawyer. just wanted to clarify that, for now, this is limited to the ofccp not being allowed to police federal contractors for failure to comply with affirmative action or diversity initiatives, and now instead requires them to be policed for *having* them.

what is more concerning to me is that it appears “equal opportunity” is now being redefined — not on its face, but in potential application — as protecting white men against perceived anti white, anti male discrimination. however, that just reflects his administration’s approach to federal contractors and government employees, and not private sector (though the order suggests private sector diversity programs will be investigated). it is still illegal to discriminate on the basis of a protected class, and sexual orientation & gender identity is still a protected class in employment* pursuant to bostock. and several state laws.

I'll be real with y'all, I knew Donald Trump was going to do some henious, bigoted shit the second he sat down in that chair in the oval office, but - and I can't emphasize this enough - I didn't not expect him to immediately repeal the Equal Employment Opportunity Act.

Like I'm still stunned by it. We're back to the 1950's now. We on the left were trying to fight to maintain gains we made the past 10-15 years and trump comes in a sweeps the rug out from all of us. You can now be fired for being for your race, religion, sexuality, sex and gender, disability, or nation of origin.

Employers can now fire you for being black or brown or LGBTQ or blind or in a wheelchair or a woman or literally whatever characistic they want.

I can't convey just how fucked we are. The EEOC is one the most important win in the history of Civil Rights. He did it on MLK Day! That's extra fucked!

Y'all thought their anti DEI or CRT or whatever other acronym they were throwing out there crusade was going to start and end at stuff younger than a high schooler, but no they went after one of the bedrocks of civil rights.

The more I think about it the more my head spins.

[mystlnewsonline]

DOL - Fine Rule - Discrimination in Federal Contracting

The U.S. Department of Labor (DOL) Announces Final Rule on Procedures for Identifying Remedying Discrimination in Federal Contracting. Improves process and use of resources to promote equal employment opportunity. WASHINGTON, DC (STL.News) The U.S. Department of Labor (DOL) today announced a final rule, “Pre-enforcement Notice and Conciliation Procedures,” to create a streamlined, efficient, and flexible process that will enable the Office of Federal Contract Compliance to employ its resources strategically to remove barriers to equal employment opportunity. The final rule strengthens OFCCP’s enforcement by rescinding the evidentiary standards and definitions in an earlier rule, “Nondiscrimination Obligations of Federal Contractors and Subcontractors: Procedures to Resolve Potential Employment Discrimination,” which took effect in December 2020. The new final rule also gives the agency more flexibility in its pre-enforcement and conciliation procedures, promotes efficiency in resolving cases, and promotes greater consistency with Title VII of the Civil Rights Act of 1964. “Today’s final rule better aligns our procedures to allow us to use our resources more strategically to remove barriers to equal employment opportunity,” said Acting Director of Office of Federal Contract Compliance Programs Michele Hodge.  “The rule also enables us to identify and remedy unlawful discrimination more effectively and gives federal contractors early notice of our concerns and an opportunity to respond.” The 2020 rule imposed inflexible evidentiary requirements early in OFCCP’s compliance evaluation process and attempted to codify complex definitions for “qualitative” and “quantitative” evidence and other standards.  These definitions and standards hindered the agency’s ability to pursue cases with merit and diverted agency and contractor resources away from addressing discrimination. The final rule retains the Predetermination Notice, and the Notice of Violation codified in the 2020 rule and restores the distinct purpose of each notice.  These notices allow OFCCP to provide findings related to discrimination during the evaluation’s different stages and provide federal contractors with an opportunity to respond. In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974.  These authorities, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.  In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations and may not retaliate against applicants or employees for engaging in protected activities.  These authorities also require that federal contractors ensure equal employment opportunity for employees and applicants for employment.  Learn more about OFCCP.  Call 800-397-6251 for more information. SOURCE: U.S. Department of Labor (DOL) Read the full article

[conselium]

Demystifying OFCCP Job Posting Requirements: Key Considerations for Hiring Managers

Original Source: https://compliance-hiring.blogspot.com/2023/07/demystifying-ofccp-job-posting.html

Demystifying OFCCP Job Posting Requirements: Key Considerations for Hiring Managers by Conselium Complia is an informative article that aims to shed light on the intricacies of complying with the Office of Federal Contract Compliance Programs (OFCCP) job posting requirements. As a hiring manager, understanding and adhering to these regulations is crucial for ensuring equal employment opportunities and avoiding legal consequences. This article will provide an overview of OFCCP, explain the basics of job posting requirements, and dive into key considerations that can help hiring managers create unique and informative job postings while achieving compliance. By implementing effective strategies, leveraging technology, and following best practices, hiring managers can enhance their recruitment process and contribute to a diverse and inclusive workforce.

1. Introduction to OFCCP Job Posting Requirements 

 1.1 What is OFCCP? 

The Office of Federal Contract Compliance Programs, or OFCCP for short, is the government agency tasked with enforcing equal employment opportunity and affirmative action regulations for federal contractors and subcontractors. If your company falls into one of these categories, it's important to understand the job posting requirements set forth by the OFCCP.

 1.2 Overview of Job Posting Requirements 

When it comes to job postings, the OFCCP has specific guidelines in place to promote equal opportunity. These requirements are designed to ensure that job opportunities are made available to all individuals, regardless of their race, color, religion, sex, national origin, disability, or status as a protected veteran.

2. Understanding the Basics: What Hiring Managers Need to Know 

2.1 Importance of OFCCP Compliance 

Complying with OFCCP job posting requirements is not just about ticking boxes on a checklist. It's about fostering a diverse and inclusive workplace where every individual has an equal chance to succeed. By adhering to these guidelines, hiring managers play a crucial role in promoting fairness and equality in the hiring process.

 2.2 Legal Obligations for Hiring Managers 

As a hiring manager, it's essential to be aware of your legal obligations under OFCCP regulations. This includes understanding the specific requirements for job postings, such as providing information about equal employment opportunity and including affirmative action language in your postings.

 2.3 Consequences of Non-Compliance 

Non-compliance with OFCCP job posting requirements can have serious consequences for your company. Not only can it lead to legal repercussions, such as audits and fines, but it can also damage your employer brand and reputation. By staying informed and following the rules, hiring managers can avoid these potential pitfalls.

3. Key Considerations for Complying with OFCCP Job Posting Requirements 

3.1 Defining Targeted Outreach 

To comply with OFCCP requirements, it's crucial to engage in targeted outreach initiatives. This means actively seeking out diverse candidates through various channels to ensure a wide pool of applicants. Utilizing job boards, attending diversity job fairs, and partnering with community organizations are just a few examples of effective outreach strategies.

3.2 Affirmative Action Requirements 

Affirmative action is a key component of OFCCP regulations. As a hiring manager, it's important to understand the specific affirmative action requirements set forth by the OFCCP. These requirements may include setting goals for the employment of underrepresented groups, implementing outreach efforts, and monitoring progress towards achieving diversity and inclusion objectives.

3.3 Developing an Internal Compliance Strategy 

To ensure compliance with OFCCP job posting requirements, it's essential for hiring managers to develop a robust internal compliance strategy. This may involve creating standardized job posting templates that include the necessary language, training recruiters on OFCCP guidelines, and implementing regular audits to ensure ongoing compliance.

4. Strategies for Creating Unique and Informative Job Postings 

4.1 Crafting Job Descriptions to Attract Diverse Candidates 

Creating job descriptions that resonate with a diverse candidate pool is key. Avoid using jargon or overly technical language that may discourage potential applicants. Instead, focus on highlighting the skills and qualifications necessary for success in the role, while being mindful of inclusive language and promoting a welcoming and inclusive work environment.

 4.2 Incorporating Inclusive Language 

Inclusive language is vital in attracting diverse candidates. Avoid using gender-specific pronouns or unnecessary gendered terms. Instead, opt for gender-neutral language and use terms like "they" instead of "he" or "she." Additionally, ensure that your job postings reflect a commitment to equal opportunity and inclusivity.

 4.3 Highlighting Equal Opportunity Employer Statement 

Including an equal opportunity employer statement in your job postings is important for OFCCP compliance. This statement reinforces your commitment to fair and impartial hiring practices and encourages individuals from all backgrounds to apply. Make sure to prominently display this statement in your job postings to signal your dedication to diversity and equality.

Remember, complying with OFCCP job posting requirements is not only a legal obligation but also an opportunity to create a more inclusive workplace. By understanding the basics, considering key factors, and creating unique and informative job postings, hiring managers can play an active role in promoting diversity, equality, and fairness.

5. Leveraging Technology and Tools to Enhance Compliance Efforts

5.1 Utilizing Applicant Tracking Systems 

When it comes to complying with OFCCP job posting requirements, technology is your best friend. Applicant Tracking Systems (ATS) can help you streamline your hiring process and ensure compliance every step of the way. These systems allow you to track and manage job postings, applicant data, and hiring records effortlessly. By using an ATS, you can easily generate the necessary reports and documentation needed for OFCCP audits.

 5.2 Online Job Boards and Diversity Platforms 

To reach a diverse pool of candidates and stay in compliance with OFCCP regulations, online job boards and diversity platforms are invaluable resources. These platforms not only expand your reach but also help you promote your commitment to diversity and inclusion. By using these tools, you can attract a wider range of candidates and demonstrate your compliance efforts to the OFCCP.

5.3 Data Analytics for Monitoring Compliance

Data analytics can be a game-changer when it comes to monitoring your compliance efforts. By leveraging analytics tools, you can track various metrics related to your job postings, such as the number of applicants, diversity statistics, and time-to-fill positions. These insights will allow you to identify any potential compliance gaps and make data-driven decisions to improve your hiring process.

6. Best Practices for Ensuring Consistency in Job Posting Compliance

 6.1 Establishing Standardized Processes 

Consistency is key when it comes to OFCCP job posting requirements. Establishing standardized processes across your organization ensures that everyone follows the same compliance protocols. This includes job description templates, job posting guidelines, and record-keeping procedures. By creating a clear and uniform approach, you minimize the risk of non-compliance and provide a level playing field for all applicants.

 6.2 Training and Education for Hiring Managers 

Hiring managers play a significant role in ensuring job posting compliance. Providing them with proper training and education on OFCCP requirements will equip them with the knowledge they need to navigate the complexities of compliance. Make sure your hiring managers understand the importance of equal opportunity and are aware of the specific guidelines they need to follow when posting job openings.

 6.3 Regular Auditing and Documentation 

Regular auditing and documentation are essential for maintaining compliance with OFCCP job posting requirements. Conducting internal audits allows you to assess your processes, identify any areas of concern, and make necessary improvements. Keep detailed records of all job postings, applicant data, and hiring decisions as these will be crucial in case of an OFCCP audit. The key is to be proactive and ensure that your documentation is up-to-date and easily accessible.

7. Monitoring and Reporting: Staying on Top of OFCCP Job Posting Requirements 

7.1 Tracking Job Posting Metrics

Tracking job posting metrics is vital for measuring your compliance efforts and identifying any potential issues. Keep an eye on metrics like the number of job postings, applicant demographics, and the success rate of diverse candidates in the hiring process. This data will help you fine-tune your job posting strategies and make necessary adjustments to enhance your compliance efforts.

7.2 Record-Keeping for Audit Purposes

The OFCCP requires meticulous record-keeping to demonstrate compliance. Make sure you maintain thorough and accurate records of all job postings, applicant data, and hiring decisions. Keep track of the duration that job postings are active, the outreach efforts made, and any accommodations provided during the hiring process. These records will be crucial in case of an OFCCP audit.

7.3 Reporting to OFCCP as Required

In addition to maintaining records, certain employers are required to submit annual reports to the OFCCP. Ensure that you are aware of your reporting obligations and submit the necessary documentation on time. By staying on top of reporting requirements, you demonstrate your commitment to compliance and avoid potential penalties.

8. Conclusion: Elevating Your Hiring Process through Effective OFCCP Compliance

Effective OFCCP compliance goes beyond meeting legal requirements; it's about creating a fair and inclusive hiring process. By leveraging technology and tools, establishing standardized processes, and staying on top of monitoring and reporting, you can elevate your Compliance Hiring to new heights. Embracing OFCCP job posting requirements not only safeguards your organization from legal risks but also fosters a diverse and talented workforce. So, let's comply while we conquer! In conclusion, demystifying OFCCP job posting requirements is essential for hiring managers to navigate the complex landscape of compliance. By understanding the basics, considering key factors, and employing effective strategies, hiring managers can not only meet the OFCCP requirements but also attract diverse talent and contribute to an inclusive workplace environment. By staying vigilant, leveraging technology, and implementing best practices, hiring managers can elevate their hiring process and ensure equal opportunities for all candidates. Compliance with OFCCP job posting requirements goes beyond legal obligations; it is an opportunity to create a more equitable and thriving workforce.

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OFCCP Help Desk Assisting Contractors

OFCCP’s Contractor Portal Technical Help Desk Open to Assist Contractors The Office of Federal Contract Compliance Programs (OFCCP) thanks federal contractors and subcontractors that have registered and certified their Affirmative Action Program (AAP) compliance through the OFCCP Contractor Portal prior to the June 29, 2023, deadline.   OFCCP will consider a contractor’s registration and/or…

[2bpoliticallycurious]

At the end of the video, Prof. Melissa Murry says:

But what Project 2025 proposes to do in the first 180 days is to reinstate Schedule F. And Donald Trump is fully on board of this. It's part of his agenda to replace those career appointees who do the expert work of agencies, and replaced them with party loyalists who are adhering to the Republican bottom line. This will have enormous consequences, and it will not be easily undone. [emphasis added]

THIS is what Trump meant in his West Palm Beach speech when he said: "In four years, you don’t have to vote again. We’ll have it fixed so good, you’re not gonna have to vote.”

Trump intends on taking a sledgehammer to the American government, reshaping it into an instrument of the far-right ("Christian") GOP's bidding.

When Trump threatens to destroy "the deep state," he is actually planning on eliminating or gutting government agencies that for the most part protect the "little guy" from corporate exploitation of labor, the environment, housing, and healthcare, and which promote most of the benefits citizens expect in a wealthy developed nation, These U.S. agencies include: the EPA, the FDA, the DOE, the DOL, the USDA, the FNS, the DoD, NOAA, the DOJ, the DOT, ICE, the DOS, DOC, the DOE, the CDC, HHS, the DOI, the SSA, DHS, the AFT, FEMA, the OFCCP, the CFPB, the CIA, the USDT, HUD, the FBI, the FEC, NWS, the FRS, the VA, the FCC, the CMS, etc.

If Trump guts these agencies or fills them with far-right sycophants, it would take DECADES to undo the damage.

Consequently, Trump says far-right "Christians" won't have to vote again in four years (assuming the Trump administration continues to allow elections), because even if a Democrat got into the White House in the future, it would take an enormously long time to reconstruct our government agencies.

This will affect every aspect of American life and WILL turn much of the U.S. into the equivalent of a third world nation, except in the gated communities of the upper middle class and the wealthy.

THIS is what we should all explain to our Trump loving relatives and friends.

‘A downward spiral toward extremism’: How Project 2025 policies are already transforming states

NYU Law Professor Melissa Murray and David Pepper, author of Laboratories of Autocracy’ and former Ohio Democratic Party Chair, join Ali Velshi to discuss the most concerning aspects of Project 2025, from the weaponization for the DOJ, the role the Supreme Court could play, and how many of these plans and policies are already playing out in state legislatures around the country. “It’s terrible. It’s turning these states upside down,” Pepper says. “It’s a downward spiral toward extremism.