The U.S. Department of Labor’s Office of Federal Contract Compliance Programs revised its sex discrimination regulation as it applies to federal contractors and subcontractors. Now, the OFCCP guidelines mirror guidance from the Equal Employment Opportunity Commission (EEOC).
Federal contractors may not discriminate on the basis of sex; pregnancy, childbirth or related medical conditions; gender identity; transgender status; and sex stereotyping. The rules apply to employers with a single federal contract or subcontract of more than $10,000, or with multiple contracts that exceed $10,000 in a 12 month period.
The OFCCP requires federal contractors to
Employers should review their processes to ensure that they do not unlawfully discriminate against employees.