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A ruling was issued today by District Judge Emmet Sullivan in the case of Associated Builders Contractors, Inc. v. Patricia A. Shiu in the United States District Court for the District of Columbia (the ruling may be viewed here). Associated

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One interesting and unanswered question, related to the new 503 and VEVRAA regulations, concerns what information would be required for submission to OFCCP as part of the desk audit. Because OFCCP’s scheduling letter defines what is required as

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It has been more than a year since OFCCP rescinded its Compensation Standards and issued Directive 307. As a result of this protocol change, OFCCP adopted a new method for grouping individuals for the purposes of reviewing compensation data. These

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The Veteran’s Employment and Training Service (VETS) recently published a Notice of Proposed Rulemaking (NPRM) for the reporting requirements under VEVRAA, currently known as the VETS-100 and VETS-100A reports.

 

The most significant change is

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The case is Nickel v. Staples Contract and Commercial, Inc. (Shegerian and Associates) decided on 2/27/14 in Los Angeles County Superior Court. A summary of the case may be viewed here.

As reported by the plaintiff’s attorneys (Shegerian and

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The case is Gulliver Schools v. Snay decided in the Florida District Court of Appeals on 2/26/14. The ruling in this case may be viewed here.

Snay, a former headmaster at Gulliver Schools, sued for age discrimination under Florida State law after

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As previously featured on this blog, OFCCP published the revised Section 503 and VEVRAA regulations on September 24, 2013. The effective date for all contractors to comply with subparts A, B, D, and E is 180 days from the date they were published,

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We have written about the positive changes made to improve the final OFCCP mandated disability self-identification form. The form is now available on the OFCCP website. The next logical question is will the OFCCP provide the form in additional

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There seems to be an ongoing misconception that federal contractors are required to post qualified job openings with the nearest State Employment Service office. The misconception arises from an affirmative action obligation that is required under

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Beginning March 24, 2014, federal contractors will be required to collect disability information from their workforce on an annual basis and use those data to conduct disability utilization analyses. Under the new Section 503 regulations, each

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