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Last week the Office of Federal Contract Compliance Programs (OFCCP) revised its guidelines from 1970 regarding discrimination based on sex. The Final Rule provides examples of prohibited sex discrimination in the workplace to ensure federal contractors and subcontractors understand their obligations with respect to non-discrimination on the basis of sex. The Final Rule deals with a variety of sex-based barriers to equal employment and fair pay, including compensation discrimination, sexual harassment, hostile work environments, failure to provide workplace accommodations for pregnant workers, and gender identity and family caregiving discrimination.
The new Final Rule does not place new obligations on federal contractors or subcontractors; rather the rule is meant to conform to current non-discrimination standards and provide contractors a list of best practices. The Final Rule will be effective August 15, 2016.
The OFCCP has also published a fact sheet, FAQs, and a comparison chart with additional information regarding the updated rule.
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