Given the Office of Federal Contract Compliance Programs’ aggressive focus on alleged systemic discrimination in hiring, compensation and pay equity, engaging skilled counsel to provide guidance on affirmative action matters and audit defense is increasingly important. Our team, which includes a former OFCCP deputy director, represents clients in some of the largest OFCCP compliance audits in the country, as well as in complaint investigations and enforcement litigation. We also design and prepare affirmative action plans (AAPs).
Affirmative Action Plan Development & Compliance Services
McGuireWoods works with contractors to develop comprehensive, legally defensible and cost-effective systems to effectively comply with OFCCP regulations. We advise clients regarding affirmative action matters such as:
Audit Defense & Enforcement Litigation
Our affirmative action team includes partners, associates and paralegals whose practices focus on OFCCP matters. The team vigorously defends contractors during OFCCP compliance reviews, prepares clients for OFCCP audits, responds to desk audit requests and defends on-site reviews. When compliance issues are identified, we have successfully negotiated conciliation agreements with OFCCP offices in regions throughout the country, as well as with national OFCCP officials. In addition, when conciliation is not in the best interest of our clients, we aggressively defend contractors in enforcement proceedings before the Office of Administrative Law Judges and the Department of Labor’s Administrative Review Board.
Consulting Services & Government Relations
In addition to our legal team’s experience with OFCCP regulations and audits, our federal contractor clients are well-served by the extensive contacts and knowledge of the firm’s government relations team at McGuireWoods Consulting. This team brings an insider’s perspective on how politically-influenced enforcement priorities are set, and by whom. The team builds relationships with lawmakers, gathers information, analyzes opportunities and works to solve problems for clients.
EEO-1 Pay Reporting Requirements Suspended Immediately Pending OMB Review
August 30, 2017
Acting EEOC Chair Addresses Status of EEO-1 Reporting Changes, Other Issues
August 3, 2017
Now Invalid: Blacklisting Regulations for Government Contractors
March 29, 2017
Federal District Court Enjoins Reporting and Arbitration Requirements in Administration’s Contractor Blacklisting Rules; Allows Paycheck Transparency Provisions to Stand
October 24, 2016
Government Contractor “Blacklisting” Regs Take Effect Oct. 25 — Fast Facts
October 24, 2016