Federal Contractor Requirements

Posted by BAS - 04 August, 2022

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Employers who do business with the federal government have certain responsibilities to prevent discrimination in the workplace.

Federal contractors with contracts of $10,000 or more may not discriminate against job applicants or employees on the basis of race, color, sex, sexual orientation, gender identity, religion and national origin. Employers also may not discriminate against job applicants or employees who ask about, discuss or disclose their compensation or that of other employees.

Employers with contracts or subcontracts of $15,000 or more have the added responsibility to not discriminate against job applicants or employees on the basis of disability and those with contracts or subcontracts of $150,000 or more may not discriminate against job applicants or employees because of status as a protected veteran.

Federal contractors also have responsibilities to maintain records on personnel and employment actions for two years (one year for contractors with less than $150,000 in contracts or 150 employees); include equal opportunity clauses in subcontracts and purchase orders; and identify nondiscrimination requirements in employment advertising.

All federal contractors should be aware of their requirements to comply with Department of Labor rules.

Topics: HR & Benefits Compliance, HR & Benefit Plans, HR & Benefits News, Technology News


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