The Office of Federal Contract Compliance Programs (OFCCP) has a new model conciliation agreement for compensation in the 2013 Federal Contract Compliance Manual (see addendum A to chapter 8). Sandra Scott Zeigler, Esq., a recognized authority on Federal EEO enforcement with 25 years of experience divided equally between the EEOC and OFCCP, highlights the model and shares her perspective on what federal contractors should b...

The Office of Federal Contract Compliance Programs (OFCCP) issued their final rules on Section 503 regarding persons with disabilities and Section 4212 regarding protected veterans. Sandra Scott Zeigler, Esq., a recognized authority on Federal EEO enforcement with 25 years of experience divided equally between the EEOC and OFCCP, discusses how these new rules will impact employers beginning in 2014. You can also read Zeigle...

The Office of Federal Contract Compliance Programs (OFCCP) issued a directive regarding the calculation of back pay for victims of employment discrimination. The Directive is intended to improve consistency in the methods used to calculate back pay across the United States. Sandra Scott Zeigler, Esq., a recognized authority on Federal EEO enforcement with 25 years of experience divided equally between the EEOC and OFCCP, di...

The American Medical Association (AMA) recently classified obesity as a disease. Could this influence the way obesity is treated when developing public policy? What implications and applicability does this issue have under The Rehabilitation Act of 1973, Section 503 and the Americans with Disabilities Act (ADA)? Sandra Scott Zeigler, Esq., a recognized authority on Federal EEO enforcement with 25 years of experience divide...

The Office of Federal Contract Compliance Programs (OFCCP) and the Equal Employment Opportunity Commission (EEOC) define non minorities or whites as the unexpected victims of race discrimination. However, Civil Rights prohibit discrimination on the basis of race, including whites. The disparate treatment and impact theories apply regardless of race and gender. Sandra Scott Zeigler, Esq., a recognized authority on Federal E...

When a practice is fair in form because it applies equally to all employees or applicants, but has a disproportionally negative impact on the terms and conditions of employment of a protected class of applicants or employees, it results in disparate impact. Does allowing applicants to negotiate starting salaries lead to disparate impact since the opportunity to negotiate is equally available to all applicants? This question...

Directive 306, "Complying with Nondiscrimination Provisions: Criminal Record Restrictions and Discrimination Based on Race and National Origin" was signed and made effective on January 29, 2013. The Directive provides information about the circumstances of excluding applicants or employees based on their criminal records; the Training and Employment Guidance Letter (TEGL) 31-11 issued on May 25, 2012 to the American Job Cen...