Proposed Collection; Comment Request, 31777-31780 [2020-11259]
Download as PDF
Federal Register / Vol. 85, No. 102 / Wednesday, May 27, 2020 / Notices
Submit your comments,
identified by docket identification (ID)
number EPA–HQ–OPP–2020–0264, by
one of the following methods:
• Federal eRulemaking Portal: https://
www.regulations.gov. Follow the online
instructions for submitting comments.
Do not submit electronically any
information you consider to be
Confidential Business Information (CBI)
or other information whose disclosure is
restricted by statute.
• Mail: OPP Docket, Environmental
Protection Agency Docket Center (EPA/
DC), (28221T), 1200 Pennsylvania Ave.
NW, Washington, DC 20460–0001.
• Hand Delivery: To make special
arrangements for hand delivery or
delivery of boxed information, please
follow the instructions at https://
www.epa.gov/dockets/contacts.html.
Additional instructions on
commenting or visiting the docket,
along with more information about
dockets generally, is available at https://
www.epa.gov/dockets.
FOR FURTHER INFORMATION CONTACT:
Michael Goodis, Registration Division
(7505P), Office of Pesticide Programs,
Environmental Protection Agency, 1200
Pennsylvania Ave. NW, Washington, DC
20460–0001; main telephone number:
(703) 305–7090; email address:
RDFRNotices@epa.gov.
SUPPLEMENTARY INFORMATION:
ADDRESSES:
I. General Information
A. Does this action apply to me?
You may be potentially affected by
this action if you are an agricultural
producer, food manufacturer, or
pesticide manufacturer. The following
list of North American Industrial
Classification System (NAICS) codes is
not intended to be exhaustive, but rather
provides a guide to help readers
determine whether this document
applies to them. Potentially affected
entities may include:
• Crop production (NAICS code 111).
• Animal production (NAICS code
112).
• Food manufacturing (NAICS code
311).
• Pesticide manufacturing (NAICS
code 32532).
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B. What should I consider as I prepare
my comments for EPA?
1. Submitting CBI. Do not submit this
information to EPA through
www.regulations.gov or email. Clearly
mark the part or all of the information
that you claim to be CBI. For CBI
information in a disk or CD–ROM that
you mail to EPA, mark the outside of the
disk or CD–ROM as CBI and then
identify electronically within the disk or
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16:59 May 26, 2020
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CD–ROM the specific information that
is claimed as CBI. In addition to one
complete version of the comment that
includes information claimed as CBI, a
copy of the comment that does not
contain the information claimed as CBI
must be submitted for inclusion in the
public docket. Information so marked
will not be disclosed except in
accordance with procedures set forth in
40 CFR part 2.
2. Tips for preparing your comments.
When preparing and submitting your
comments, see the commenting tips at
https://www.epa.gov/dockets/
comments.html.
3. Environmental justice. EPA seeks to
achieve environmental justice, the fair
treatment and meaningful involvement
of any group, including minority and/or
low-income populations, in the
development, implementation, and
enforcement of environmental laws,
regulations, and policies. To help
address potential environmental justice
issues, the Agency seeks information on
any groups or segments of the
population who, as a result of their
location, cultural practices, or other
factors, may have atypical or
disproportionately high and adverse
human health impacts or environmental
effects from exposure to the pesticide
discussed in this document, compared
to the general population.
II. What action is the Agency taking?
Under section 18 of the Federal
Insecticide, Fungicide, and Rodenticide
Act (FIFRA) (7 U.S.C. 136p), at the
discretion of the EPA Administrator, a
Federal or State agency may be
exempted from any provision of FIFRA
if the EPA Administrator determines
that emergency conditions exist which
require the exemption. The Maryland
Department of Agriculture (MDA),
Pennsylvania Department of Agriculture
(PDA), and Virginia Department of
Agriculture and Consumer Services
(VDACS) have requested the EPA
Administrator to issue specific
exemptions for the uses of dinotefuran
on pome and stone fruits to control the
brown marmorated stinkbug.
Information in accordance with 40 CFR
part 166 was submitted as part of the
requests.
As part of their requests, the
Applicants assert that the rapid spread
of large outbreaks of the brown
marmorated stinkbug (an invasive
species) resulted in an urgent and nonroutine pest control situation that is
expected to cause significant economic
losses without the requested uses.
The Applicants propose to make no
more than two applications at a rate of
0.203 to 0.304 lb. (maximum total of
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31777
0.608 lb.) of dinotefuran per acre, on up
to 57,703 acres of pome fruits and stone
fruits grown in Maryland, Pennsylvania,
and Virginia from May 15 to October 15,
2020. A total of 35,084 lbs. of
dinotefuran could be used (maximum
acreage at highest rate).
This notice does not constitute a
decision by EPA on the applications
themselves. The regulations governing
FIFRA section 18 require publication of
a notice of receipt of an application for
a specific exemption proposing a use
which is supported by the IR–4 program
and has been requested in 5 or more
previous years, and a petition for
tolerance has not yet been submitted to
the Agency. The notice provides an
opportunity for public comment on the
applications.
The Agency will review and consider
all comments received during the
comment period in determining
whether to issue the specific
exemptions requested by the Maryland
and Pennsylvania Departments of
Agriculture, and the Virginia
Department of Agriculture and
Consumer Services, as well as any
subsequent specific exemption
applications submitted by other state
lead agencies.
Authority: 7 U.S.C. 136 et seq.
Dated: May 13, 2020.
Michael Goodis,
Director, Registration Division, Office of
Pesticide Programs.
[FR Doc. 2020–11257 Filed 5–26–20; 8:45 am]
BILLING CODE 6560–50–P
FEDERAL HOUSING FINANCE
AGENCY
[No. 2020–N–12]
Proposed Collection; Comment
Request
Federal Housing Finance
Agency.
ACTION: Contractor Workforce Inclusion
Good Faith Efforts—60-day Notice of
submission of information collection for
approval from Office of Management
and Budget.
AGENCY:
In accordance with the
requirements of the Paperwork
Reduction Act of 1995 (PRA), the
Federal Housing Finance Agency (FHFA
or the Agency) is seeking public
comments concerning an information
collection known as ‘‘Contractor
Workforce Inclusion Good Faith
Efforts,’’ which has been assigned
control number 2590–0016 by the Office
of Management and Budget (OMB).
FHFA intends to submit the information
SUMMARY:
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Federal Register / Vol. 85, No. 102 / Wednesday, May 27, 2020 / Notices
collection to OMB for review and
approval of a three-year extension of the
control number, which is due to expire
on July 31, 2020.
DATES: Interested persons may submit
comments on or before July 27, 2020.
ADDRESSES: Submit comments to FHFA,
identified by ‘‘Proposed Collection;
Comment Request: ‘Contractor
Workforce Inclusion Good Faith Efforts,
(No. 2020–N–12)’ ’’ by any of the
following methods:
• Agency Website: www.fhfa.gov/
open-for-comment-or-input.
• Federal eRulemaking Portal: https://
www.regulations.gov. Follow the
instructions for submitting comments. If
you submit your comment to the
Federal eRulemaking Portal, please also
send it by email to FHFA at
RegComments@fhfa.gov to ensure
timely receipt by the agency.
• Mail/Hand Delivery: Federal
Housing Finance Agency, Eighth Floor,
400 Seventh Street SW, Washington, DC
20219, ATTENTION: Proposed
Collection; Comment Request:
‘‘Contractor Workforce Inclusion Good
Faith Efforts, (No. 2020–N–12).’’
We will post all public comments we
receive without change, including any
personal information you provide, such
as your name and address, email
address, and telephone number, on the
FHFA website at https://www.fhfa.gov. In
addition, copies of all comments
received will be available for
examination by the public through the
electronic comment docket for this PRA
Notice also located on the FHFA
website.
FOR FURTHER INFORMATION CONTACT:
Kenneth Hunter, Office of Minority and
Women Inclusion, Kenneth.Hunter@
fhfa.gov, (202) 649–3127; Karen
Lambert, Associate General Counsel,
Karen.Lambert@fhfa.gov, (202) 649–
3094; or Angela Supervielle, Counsel,
Angela.Supervielle@fhfa.gov, (202) 649–
3973 (these are not toll-free numbers);
Federal Housing Finance Agency, 400
Seventh Street SW, Washington, DC
20219. The Telecommunications Device
for the Deaf is (800) 877–8339.
SUPPLEMENTARY INFORMATION:
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A. Background
1 12
Section 342(a)(1)(A) of the DoddFrank Wall Street Reform and Consumer
Protection Act of 2010 (the Dodd-Frank
Act) requires FHFA and certain other
Federal agencies each to establish an
Office of Minority and Women
Inclusion (OMWI) responsible for all
matters of the agency relating to
diversity in management, employment,
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16:59 May 26, 2020
and business activities.1 Section
342(c)(1) requires the OMWI Director at
each agency to develop and implement
standards and procedures to ensure, to
the maximum extent possible, the fair
inclusion and utilization of minorities,
women, and minority- and womenowned businesses in all business and
activities of the agency at all levels,
including in procurement, insurance,
and all types of contracts. Section
342(c)(2) requires that the OMWI
Director include in the agency’s
procedures for evaluating contract
proposals and hiring service providers a
component that gives consideration to
the diversity of an applicant, to the
extent consistent with applicable law.
That statutory provision also requires
that each agency’s procedures include a
written statement that a contractor shall
ensure, to the maximum extent possible,
the fair inclusion of women and
minorities in the workforce of the
contractor and, as applicable,
subcontractors.
Further, section 342(c)(3)(A) of the
Dodd-Frank Act requires that each
agency’s standards and procedures
include a procedure for determining
whether an agency contractor or
subcontractor has failed to make a good
faith effort to include minorities and
women in its workforce. If the OMWI
Director determines that a contractor or
subcontractor has failed to make such a
good faith effort, section 342(c)(3)(B)(i)
provides that the OMWI Director shall
recommend to the agency administrator
that the contract be terminated. Section
342(c)(3)(B)(ii) provides that, upon
receipt of such a recommendation, the
agency administrator may either
terminate the contract, make a referral to
the Office of Federal Contract
Compliance Programs (OFCCP) of the
Department of Labor, or take other
appropriate action.
As a means of implementing the
requirements of section 342(c) of the
Dodd-Frank Act, FHFA developed a
Minority and Women Inclusion Clause
(MWI Clause) that it includes in Agency
contracts with a dollar value greater
than the ‘‘simplified acquisition
threshold’’ established in the Federal
Acquisition Regulation (FAR).2 The
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U.S.C. 5452.
FAR 2.101. The FAR appears at 48 CFR
chapter 1. Although the FAR has not yet been
updated, Congress increased the simplified
acquisition threshold to $250,000 in 2017. See
National Defense Authorization Act for Fiscal Year
2018, Public Law 115–91, section 805, 131 Stat.
1283, 1456 (2017), codified at 41 U.S.C. 134. The
Civilian Agency Acquisition Council Memorandum
for Civilian Agencies dated February 16, 2018
provides instructions to agencies that desire to issue
a class deviation prior to this change being
incorporated in the FAR. To date, FHFA has not
2 See
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MWI Clause requires a contractor to
confirm its commitment to equal
opportunity in employment and
contracting, and to implement that
commitment by ensuring, to the
maximum extent possible consistent
with applicable law, the fair inclusion
of minorities and women in its
workforce. The MWI Clause also
requires that a contractor include the
substance of the MWI Clause in all
subcontracts with a dollar value greater
than $150,000 awarded under the
contract. (Hereinafter, contractors that
are subject to the MWI Clause and
subcontractors that are subject to a
similar clause required to be included in
a subcontract are referred to as
‘‘covered’’ contractors and
subcontractors.)
Finally, the MWI Clause requires a
contractor to provide, when requested
by FHFA, documentation demonstrating
that the contractor, as well as any
covered subcontractor has made a good
faith effort to ensure the fair inclusion
of minorities and women in its
workforce. The MWI Clause provides
that such documentation may include,
but is not limited to: (1) The contractor’s
total number of employees, and the
number of minority and women
employees, by race, ethnicity, and
gender (e.g., an EEO–1 Employer
Information Report (Form EEO–1)); (2) a
list of the subcontracts the contractor
awarded including the dollar amount,
date of the award, and the ownership
status of the subcontractor by race,
ethnicity, and/or gender; (3) information
similar to that required under the first
item above for each subcontractor; and
(4) the contractor’s plan to ensure that
minorities and women have appropriate
opportunities to enter and advance
within its workforce, including outreach
efforts (hereinafter, a ‘‘workforce
inclusion plan’’). A request for
documentation by FHFA pursuant to
this provision of the MWI Clause
constitutes a ‘‘collection of information’’
within the meaning of the PRA.
On March 9, 2018, FHFA finalized its
‘‘Policy Establishing Procedures to
Determine Compliance by Contractors
with the Minority and Women Inclusion
Contract Clause’’ (Good Faith Efforts
Policy (GFEP)), which establishes a
process to determine whether covered
contractors or subcontractors are making
good faith efforts to ensure the fair
inclusion of minorities and women in
their respective workforces. The GFEP
ensures transparency, clarity, and
consistency in the good faith effort
review process. Covered contractors
issued such a deviation to increase the simplified
acquisition threshold.
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Federal Register / Vol. 85, No. 102 / Wednesday, May 27, 2020 / Notices
agree to provide documentation of the
good faith effort they have made in
support of this commitment within 10
business days after a request from
FHFA. According to the GFEP, ‘‘OMWI
will rely on the conclusions of a prior
GFE review if OMWI conducted that
review within the past two fiscal years.’’
FHFA’s OMWI implemented the
GFEP by conducting its first round of
reviews of 20 covered contractors in
May 2018. OMWI initiated another
round of reviews in December 2018. The
contractors’ sizes ranged from small
companies to large corporations. In
March 2019, OMWI provided a
summary of its reviews of 32 covered
contractors. OMWI’s GFEP review found
that all the selected contractors had
submitted satisfactory information to
show compliance with their GFE
contractual obligation. OMWI also
considered developing new tools to
capture and display information from
GFE reviews to streamline the current
process.
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B. Need for and Use of the Information
Collection
The purpose of this information
collection is to fulfill the requirements
of section 342(c) of the Dodd-Frank Act.
The collected information allows
FHFA’s OMWI Director to determine
whether covered contractors and
subcontractors have complied with their
contractual obligations to make good
faith efforts to ensure, to the maximum
extent possible consistent with
applicable law, the fair inclusion of
minorities and women in their
respective workforces.
C. Burden Estimate
FHFA estimates that the average
annual burden imposed on all
respondents by this information
collection over the next three years will
be 172 hours.
Because, as explained below, the
amount of burden imposed upon a
contractor by this information collection
will differ depending upon whether the
contractor has 50 or more employees,
FHFA has based its total burden
estimate on two separate sets of
calculations—(1) one for contractors and
subcontractors with 50 or more
employees (16 hours); and (2) another
for contractors and subcontractors with
fewer than 50 employees (156 hours).
FHFA includes the MWI Clause in
Agency contracts with a dollar value
greater than $150,000. Under the MWI
Clause, FHFA may also request
information about covered
subcontractors’ ownership status,
workforce demographics, and workforce
inclusion plans. Contractors would
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16:59 May 26, 2020
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31779
request this information from their
covered subcontractors, who, because
the substance of the MWI Clause would
be included in their subcontracts, would
have a contractual obligation to keep
records and report data as required
under the MWI Clause.
FHFA data on the dollar value of
contracts awarded by the Agency from
the beginning of fiscal year 2016
through the third quarter of fiscal year
2019 shows that 61 contractors were
subject to the MWI Clause. FHFA
believes that 44 of those contractors
have 50 or more employees, while 17
contractors have fewer than 50
employees. FHFA estimates that no
more than two subcontracts with a
dollar value of $150,000 or more were
awarded by Agency contractors during
that same time period. Both of those
subcontractors have 50 or more
employees each. Thus, over the
preceding three years, a total of 63
contractors and subcontractors were
subject to the MWI Clause—46 of which
have 50 or more employees and 17 of
which have fewer than 50 employees.
Based on these figures, FHFA
estimates that, on average over the next
three years, 48 contractors and
subcontractors with 50 or more
employees and 18 contractors or
subcontractors with fewer than 50
employees will be subject to the MWI
Clause at any given time. As mentioned
above, the GFEP provides that OMWI
will rely on the conclusions of a prior
GFE review if OMWI conducted that
review within the past two fiscal years.
Accordingly, a covered contractor or
subcontractor is required to submit new
information only once within any three
year period.
and subcontracts include a clause
implementing E.O. 11246. OFCCP
regulations require each contractor with
50 or more employees and a Federal
contract or subcontract of $50,000 or
more to maintain records on the race,
ethnicity, gender, and EEO–1 job
category of each employee.5 OFCCP
regulations also require each such
contractor to: (1) Demonstrate that it has
made a good faith effort to remove
identified barriers, expand employment
opportunities, and produce measurable
results; 6 and (2) develop and maintain
a written program summary describing
the policies, practices, and procedures
that the contractor uses to ensure that
applicants and employees received
equal opportunities for employment and
advancement.7 In lieu of creating and
maintaining a separate workforce
inclusion plan to submit in satisfaction
of the MWI Clause, a contractor or
subcontractor with 50 or more
employees could submit the written
program summary that it is already
required to maintain under the OFCCP
regulations to demonstrate its good faith
efforts to ensure the fair inclusion of
minorities and women in its workforce.
With respect to reporting burden,
FHFA estimates that it will take each
contractor or subcontractor with 50 or
more employees approximately one
hour to retrieve, review, and submit the
documentation specified in the MWI
Clause. Thus, the estimate of the
triennial burden upon contractors or
subcontractors with 50 or more
employees associated with reporting
requirements under this information
collection is 48 hours (48 respondents ×
1 hour per respondent) and the annual
burden is 16 hours.
(1) Documentation Submitted by
Contractors With 50 or More Employees
FHFA estimates that the average
annual burden on contractors with 50 or
more employees will be 16 hours (0
recordkeeping hours + 16 reporting
hours).
Because Federal contractors with 50
or more employees are already required
to maintain the same types of records
that may be requested pursuant to the
MWI Clause under regulations
implementing Title VII of the Civil
Rights Act of 1964 3 and Executive
Order 11246 (E.O. 11246),4 this
information collection does not impose
additional recordkeeping burdens on
such contractors and subcontractors.
FAR 52.222–26, Equal Opportunity,
requires that such contractors’ contracts
(2) Documentation Submitted by
Contractors With Fewer Than 50
Employees
FHFA estimates that the average
annual burden on contractors and
subcontractors with fewer than 50
employees will be 156 hours (150
recordkeeping hours + 6 reporting
hours).
OFCCP regulations require contractors
with fewer than 50 employees to
maintain records on the race, ethnicity,
and gender of each employee.8 FHFA
believes that such contractors also keep
EEO–1 job category information in the
normal course of business, despite the
fact that they are not required by law to
do so. However, contractors or
subcontractors with fewer than 50
5 See
3 42
U.S.C. 2000e, et seq.
4 Exec. Order No. 11246, 30 FR 12319 (Sept. 28,
1965).
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41 CFR 60–1.7.
41 CFR 60–2.17.
7 See 41 CFR 60–2.31.
8 See 41 CFR 60–3.4.
6 See
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Federal Register / Vol. 85, No. 102 / Wednesday, May 27, 2020 / Notices
employees may not have the type of
written program summary that is
required of larger contractors under the
OFCCP regulations or any similar
document that could be submitted as a
workforce inclusion plan under the
MWI Clause. Accordingly, such
contractors or subcontractors may need
to create a workforce inclusion plan to
comply with the MWI Clause.
In order to estimate the burden
associated with creating a workforce
inclusion plan, FHFA considered the
OFCCP’s burden estimates for the time
needed to develop the written program
summaries required under its
regulations.9 In its OMB Supporting
Statement, the OFCCP estimated that a
contractor with 50 to 100 employees
would take approximately 73 hours to
create an initial written program
summary. While the OFCCP regulations
require contractors to perform timeconsuming quantitative analyses when
developing their written program
summaries, such analyses would not be
required in connection with the creation
of a workforce inclusion plan. For this
reason, FHFA believes that a contractor
could develop a workforce inclusion
plan in about one-third of the time that
it would take to develop the written
program summary required under the
OFCCP regulations.
FHFA estimates that a contractor or
subcontractor with fewer than 50
employees would spend approximately
25 hours creating a workforce inclusion
plan for the first time. It is likely that,
going forward, many small contractors
and subcontractors will simply submit
updated versions of workforce inclusion
plans that they have submitted
previously. For purposes of this burden
estimate, however, FHFA has assumed
that all small contractors and
subcontractors will need to create a new
plan every time they are required to
submit information under the MWI
clause. This results in an estimated
average triennial recordkeeping burden
on all contractors and subcontractors
with fewer than 50 employees over the
next three years of 450 hours (18
respondents × 25 hours per respondent),
with an annual burden of 150 hours.
As with larger entities, FHFA
estimates that it will take each
contractor and subcontractor with fewer
than 50 employees approximately one
hour to retrieve, review, and submit the
documentation specified in the MWI
Clause. Thus, FHFA estimates that the
average triennial reporting burden on all
9 See PRA Supporting Statement for the OFCCP
Recordkeeping and Requirements-Supply and
Service Program, OMB Control No. 1250–0003, at
https://www.reginfo.gov/public/do/
PRAViewDocument?ref_nbr=201906-1250-001.
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16:59 May 26, 2020
Jkt 250001
contractors and subcontractors with
fewer than 50 employees will be 18
hours (18 respondents × 1 hour per
respondent), with an annual burden of
6 hours.
D. Comment Request
FHFA requests written comments on
the following: (1) Whether the collection
of information is necessary for the
proper performance of FHFA functions,
including whether the information has
practical utility; (2) the accuracy of
FHFA’s estimates of the burdens of the
collection of information; (3) ways to
enhance the quality, utility, and clarity
of the information collected; and (4)
ways to minimize the burden of the
collection of information on
respondents, including through the use
of automated collection techniques or
other forms of information technology.
Robert Winkler,
Chief Information Officer, Federal Housing
Finance Agency.
President) 230 South LaSalle Street,
Chicago, Illinois 60690–1414:
1. Bath State Bancorp Employee Stock
Ownership Plan With 401(k) Provisions,
Bath, Indiana; to become a bank holding
company by acquiring Bath State
Bancorp, and thereby indirectly acquire
control of Bath State Bank, both of Bath,
Indiana.
Board of Governors of the Federal Reserve
System, May 21, 2020.
Yao-Chin Chao,
Assistant Secretary of the Board.
[FR Doc. 2020–11326 Filed 5–26–20; 8:45 am]
BILLING CODE P
FEDERAL TRADE COMMISSION
Agency Information Collection
Activities; Submission for OMB
Review; Comment Request
AGENCY:
Federal Trade Commission
(FTC).
Notice and request for comment.
[FR Doc. 2020–11259 Filed 5–26–20; 8:45 am]
ACTION:
BILLING CODE 8070–01–P
The FTC requests that the
Office of Management and Budget
(OMB) extend for three years the current
Paperwork Reduction Act (PRA)
clearance for information collection
requirements contained in the Informal
Dispute Settlement Procedures Rule (the
Dispute Settlement Rule or the Rule).
The current clearance expires on May
31, 2020.
DATES: Comments must be received by
June 26, 2020.
ADDRESSES: Written comments and
recommendations for the proposed
information collection should be sent
within 30 days of publication of this
notice to www.reginfo.gov/public/do/
PRAMain. Find this particular
information collection by selecting
‘‘Currently under 30-day Review—Open
for Public Comments’’ or by using the
search function. The reginfo.gov web
link is a United States Government
website produced by OMB and the
General Services Administration (GSA).
Under PRA requirements, OMB’s Office
of Information and Regulatory Affairs
(OIRA) reviews Federal information
collections.
FOR FURTHER INFORMATION CONTACT:
Christine M. Todaro, Attorney, Division
of Marketing Practices, Bureau of
Consumer Protection, Federal Trade
Commission, 600 Pennsylvania Avenue
NW, Washington, DC 20580, (202) 326–
3711.
SUPPLEMENTARY INFORMATION:
Title: Informal Dispute Settlement
Procedures Rule (the Dispute Settlement
Rule or the Rule), 16 CFR part 703.
OMB Control Number: 3084–0113.
SUMMARY:
FEDERAL RESERVE SYSTEM
Formations of, Acquisitions by, and
Mergers of Bank Holding Companies
The companies listed in this notice
have applied to the Board for approval,
pursuant to the Bank Holding Company
Act of 1956 (12 U.S.C. 1841 et seq.)
(BHC Act), Regulation Y (12 CFR part
225), and all other applicable statutes
and regulations to become a bank
holding company and/or to acquire the
assets or the ownership of, control of, or
the power to vote shares of a bank or
bank holding company and all of the
banks and nonbanking companies
owned by the bank holding company,
including the companies listed below.
The applications listed below, as well
as other related filings required by the
Board, if any, are available for
immediate inspection at the Federal
Reserve Bank indicated. The
applications will also be available for
inspection at the offices of the Board of
Governors. Interested persons may
express their views in writing on the
standards enumerated in the BHC Act
(12 U.S.C. 1842(c)).
Comments regarding each of these
applications must be received at the
Reserve Bank indicated or the offices of
the Board of Governors, Ann E.
Misback, Secretary of the Board, 20th
Street and Constitution Avenue NW,
Washington, DC 20551–0001, not later
than June 25, 2020.
A. Federal Reserve Bank of Chicago
(Colette A. Fried, Assistant Vice
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Agencies
[Federal Register Volume 85, Number 102 (Wednesday, May 27, 2020)]
[Notices]
[Pages 31777-31780]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2020-11259]
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FEDERAL HOUSING FINANCE AGENCY
[No. 2020-N-12]
Proposed Collection; Comment Request
AGENCY: Federal Housing Finance Agency.
ACTION: Contractor Workforce Inclusion Good Faith Efforts--60-day
Notice of submission of information collection for approval from Office
of Management and Budget.
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SUMMARY: In accordance with the requirements of the Paperwork Reduction
Act of 1995 (PRA), the Federal Housing Finance Agency (FHFA or the
Agency) is seeking public comments concerning an information collection
known as ``Contractor Workforce Inclusion Good Faith Efforts,'' which
has been assigned control number 2590-0016 by the Office of Management
and Budget (OMB). FHFA intends to submit the information
[[Page 31778]]
collection to OMB for review and approval of a three-year extension of
the control number, which is due to expire on July 31, 2020.
DATES: Interested persons may submit comments on or before July 27,
2020.
ADDRESSES: Submit comments to FHFA, identified by ``Proposed
Collection; Comment Request: `Contractor Workforce Inclusion Good Faith
Efforts, (No. 2020-N-12)' '' by any of the following methods:
Agency Website: www.fhfa.gov/open-for-comment-or-input.
Federal eRulemaking Portal: https://www.regulations.gov.
Follow the instructions for submitting comments. If you submit your
comment to the Federal eRulemaking Portal, please also send it by email
to FHFA at [email protected] to ensure timely receipt by the agency.
Mail/Hand Delivery: Federal Housing Finance Agency, Eighth
Floor, 400 Seventh Street SW, Washington, DC 20219, ATTENTION: Proposed
Collection; Comment Request: ``Contractor Workforce Inclusion Good
Faith Efforts, (No. 2020-N-12).''
We will post all public comments we receive without change,
including any personal information you provide, such as your name and
address, email address, and telephone number, on the FHFA website at
https://www.fhfa.gov. In addition, copies of all comments received will
be available for examination by the public through the electronic
comment docket for this PRA Notice also located on the FHFA website.
FOR FURTHER INFORMATION CONTACT: Kenneth Hunter, Office of Minority and
Women Inclusion, [email protected], (202) 649-3127; Karen
Lambert, Associate General Counsel, [email protected], (202) 649-
3094; or Angela Supervielle, Counsel, [email protected],
(202) 649-3973 (these are not toll-free numbers); Federal Housing
Finance Agency, 400 Seventh Street SW, Washington, DC 20219. The
Telecommunications Device for the Deaf is (800) 877-8339.
SUPPLEMENTARY INFORMATION:
A. Background
Section 342(a)(1)(A) of the Dodd-Frank Wall Street Reform and
Consumer Protection Act of 2010 (the Dodd-Frank Act) requires FHFA and
certain other Federal agencies each to establish an Office of Minority
and Women Inclusion (OMWI) responsible for all matters of the agency
relating to diversity in management, employment, and business
activities.\1\ Section 342(c)(1) requires the OMWI Director at each
agency to develop and implement standards and procedures to ensure, to
the maximum extent possible, the fair inclusion and utilization of
minorities, women, and minority- and women-owned businesses in all
business and activities of the agency at all levels, including in
procurement, insurance, and all types of contracts. Section 342(c)(2)
requires that the OMWI Director include in the agency's procedures for
evaluating contract proposals and hiring service providers a component
that gives consideration to the diversity of an applicant, to the
extent consistent with applicable law. That statutory provision also
requires that each agency's procedures include a written statement that
a contractor shall ensure, to the maximum extent possible, the fair
inclusion of women and minorities in the workforce of the contractor
and, as applicable, subcontractors.
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\1\ 12 U.S.C. 5452.
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Further, section 342(c)(3)(A) of the Dodd-Frank Act requires that
each agency's standards and procedures include a procedure for
determining whether an agency contractor or subcontractor has failed to
make a good faith effort to include minorities and women in its
workforce. If the OMWI Director determines that a contractor or
subcontractor has failed to make such a good faith effort, section
342(c)(3)(B)(i) provides that the OMWI Director shall recommend to the
agency administrator that the contract be terminated. Section
342(c)(3)(B)(ii) provides that, upon receipt of such a recommendation,
the agency administrator may either terminate the contract, make a
referral to the Office of Federal Contract Compliance Programs (OFCCP)
of the Department of Labor, or take other appropriate action.
As a means of implementing the requirements of section 342(c) of
the Dodd-Frank Act, FHFA developed a Minority and Women Inclusion
Clause (MWI Clause) that it includes in Agency contracts with a dollar
value greater than the ``simplified acquisition threshold'' established
in the Federal Acquisition Regulation (FAR).\2\ The MWI Clause requires
a contractor to confirm its commitment to equal opportunity in
employment and contracting, and to implement that commitment by
ensuring, to the maximum extent possible consistent with applicable
law, the fair inclusion of minorities and women in its workforce. The
MWI Clause also requires that a contractor include the substance of the
MWI Clause in all subcontracts with a dollar value greater than
$150,000 awarded under the contract. (Hereinafter, contractors that are
subject to the MWI Clause and subcontractors that are subject to a
similar clause required to be included in a subcontract are referred to
as ``covered'' contractors and subcontractors.)
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\2\ See FAR 2.101. The FAR appears at 48 CFR chapter 1. Although
the FAR has not yet been updated, Congress increased the simplified
acquisition threshold to $250,000 in 2017. See National Defense
Authorization Act for Fiscal Year 2018, Public Law 115-91, section
805, 131 Stat. 1283, 1456 (2017), codified at 41 U.S.C. 134. The
Civilian Agency Acquisition Council Memorandum for Civilian Agencies
dated February 16, 2018 provides instructions to agencies that
desire to issue a class deviation prior to this change being
incorporated in the FAR. To date, FHFA has not issued such a
deviation to increase the simplified acquisition threshold.
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Finally, the MWI Clause requires a contractor to provide, when
requested by FHFA, documentation demonstrating that the contractor, as
well as any covered subcontractor has made a good faith effort to
ensure the fair inclusion of minorities and women in its workforce. The
MWI Clause provides that such documentation may include, but is not
limited to: (1) The contractor's total number of employees, and the
number of minority and women employees, by race, ethnicity, and gender
(e.g., an EEO-1 Employer Information Report (Form EEO-1)); (2) a list
of the subcontracts the contractor awarded including the dollar amount,
date of the award, and the ownership status of the subcontractor by
race, ethnicity, and/or gender; (3) information similar to that
required under the first item above for each subcontractor; and (4) the
contractor's plan to ensure that minorities and women have appropriate
opportunities to enter and advance within its workforce, including
outreach efforts (hereinafter, a ``workforce inclusion plan''). A
request for documentation by FHFA pursuant to this provision of the MWI
Clause constitutes a ``collection of information'' within the meaning
of the PRA.
On March 9, 2018, FHFA finalized its ``Policy Establishing
Procedures to Determine Compliance by Contractors with the Minority and
Women Inclusion Contract Clause'' (Good Faith Efforts Policy (GFEP)),
which establishes a process to determine whether covered contractors or
subcontractors are making good faith efforts to ensure the fair
inclusion of minorities and women in their respective workforces. The
GFEP ensures transparency, clarity, and consistency in the good faith
effort review process. Covered contractors
[[Page 31779]]
agree to provide documentation of the good faith effort they have made
in support of this commitment within 10 business days after a request
from FHFA. According to the GFEP, ``OMWI will rely on the conclusions
of a prior GFE review if OMWI conducted that review within the past two
fiscal years.''
FHFA's OMWI implemented the GFEP by conducting its first round of
reviews of 20 covered contractors in May 2018. OMWI initiated another
round of reviews in December 2018. The contractors' sizes ranged from
small companies to large corporations. In March 2019, OMWI provided a
summary of its reviews of 32 covered contractors. OMWI's GFEP review
found that all the selected contractors had submitted satisfactory
information to show compliance with their GFE contractual obligation.
OMWI also considered developing new tools to capture and display
information from GFE reviews to streamline the current process.
B. Need for and Use of the Information Collection
The purpose of this information collection is to fulfill the
requirements of section 342(c) of the Dodd-Frank Act. The collected
information allows FHFA's OMWI Director to determine whether covered
contractors and subcontractors have complied with their contractual
obligations to make good faith efforts to ensure, to the maximum extent
possible consistent with applicable law, the fair inclusion of
minorities and women in their respective workforces.
C. Burden Estimate
FHFA estimates that the average annual burden imposed on all
respondents by this information collection over the next three years
will be 172 hours.
Because, as explained below, the amount of burden imposed upon a
contractor by this information collection will differ depending upon
whether the contractor has 50 or more employees, FHFA has based its
total burden estimate on two separate sets of calculations--(1) one for
contractors and subcontractors with 50 or more employees (16 hours);
and (2) another for contractors and subcontractors with fewer than 50
employees (156 hours).
FHFA includes the MWI Clause in Agency contracts with a dollar
value greater than $150,000. Under the MWI Clause, FHFA may also
request information about covered subcontractors' ownership status,
workforce demographics, and workforce inclusion plans. Contractors
would request this information from their covered subcontractors, who,
because the substance of the MWI Clause would be included in their
subcontracts, would have a contractual obligation to keep records and
report data as required under the MWI Clause.
FHFA data on the dollar value of contracts awarded by the Agency
from the beginning of fiscal year 2016 through the third quarter of
fiscal year 2019 shows that 61 contractors were subject to the MWI
Clause. FHFA believes that 44 of those contractors have 50 or more
employees, while 17 contractors have fewer than 50 employees. FHFA
estimates that no more than two subcontracts with a dollar value of
$150,000 or more were awarded by Agency contractors during that same
time period. Both of those subcontractors have 50 or more employees
each. Thus, over the preceding three years, a total of 63 contractors
and subcontractors were subject to the MWI Clause--46 of which have 50
or more employees and 17 of which have fewer than 50 employees.
Based on these figures, FHFA estimates that, on average over the
next three years, 48 contractors and subcontractors with 50 or more
employees and 18 contractors or subcontractors with fewer than 50
employees will be subject to the MWI Clause at any given time. As
mentioned above, the GFEP provides that OMWI will rely on the
conclusions of a prior GFE review if OMWI conducted that review within
the past two fiscal years. Accordingly, a covered contractor or
subcontractor is required to submit new information only once within
any three year period.
(1) Documentation Submitted by Contractors With 50 or More Employees
FHFA estimates that the average annual burden on contractors with
50 or more employees will be 16 hours (0 recordkeeping hours + 16
reporting hours).
Because Federal contractors with 50 or more employees are already
required to maintain the same types of records that may be requested
pursuant to the MWI Clause under regulations implementing Title VII of
the Civil Rights Act of 1964 \3\ and Executive Order 11246 (E.O.
11246),\4\ this information collection does not impose additional
recordkeeping burdens on such contractors and subcontractors. FAR
52.222-26, Equal Opportunity, requires that such contractors' contracts
and subcontracts include a clause implementing E.O. 11246. OFCCP
regulations require each contractor with 50 or more employees and a
Federal contract or subcontract of $50,000 or more to maintain records
on the race, ethnicity, gender, and EEO-1 job category of each
employee.\5\ OFCCP regulations also require each such contractor to:
(1) Demonstrate that it has made a good faith effort to remove
identified barriers, expand employment opportunities, and produce
measurable results; \6\ and (2) develop and maintain a written program
summary describing the policies, practices, and procedures that the
contractor uses to ensure that applicants and employees received equal
opportunities for employment and advancement.\7\ In lieu of creating
and maintaining a separate workforce inclusion plan to submit in
satisfaction of the MWI Clause, a contractor or subcontractor with 50
or more employees could submit the written program summary that it is
already required to maintain under the OFCCP regulations to demonstrate
its good faith efforts to ensure the fair inclusion of minorities and
women in its workforce.
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\3\ 42 U.S.C. 2000e, et seq.
\4\ Exec. Order No. 11246, 30 FR 12319 (Sept. 28, 1965).
\5\ See 41 CFR 60-1.7.
\6\ See 41 CFR 60-2.17.
\7\ See 41 CFR 60-2.31.
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With respect to reporting burden, FHFA estimates that it will take
each contractor or subcontractor with 50 or more employees
approximately one hour to retrieve, review, and submit the
documentation specified in the MWI Clause. Thus, the estimate of the
triennial burden upon contractors or subcontractors with 50 or more
employees associated with reporting requirements under this information
collection is 48 hours (48 respondents x 1 hour per respondent) and the
annual burden is 16 hours.
(2) Documentation Submitted by Contractors With Fewer Than 50 Employees
FHFA estimates that the average annual burden on contractors and
subcontractors with fewer than 50 employees will be 156 hours (150
recordkeeping hours + 6 reporting hours).
OFCCP regulations require contractors with fewer than 50 employees
to maintain records on the race, ethnicity, and gender of each
employee.\8\ FHFA believes that such contractors also keep EEO-1 job
category information in the normal course of business, despite the fact
that they are not required by law to do so. However, contractors or
subcontractors with fewer than 50
[[Page 31780]]
employees may not have the type of written program summary that is
required of larger contractors under the OFCCP regulations or any
similar document that could be submitted as a workforce inclusion plan
under the MWI Clause. Accordingly, such contractors or subcontractors
may need to create a workforce inclusion plan to comply with the MWI
Clause.
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\8\ See 41 CFR 60-3.4.
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In order to estimate the burden associated with creating a
workforce inclusion plan, FHFA considered the OFCCP's burden estimates
for the time needed to develop the written program summaries required
under its regulations.\9\ In its OMB Supporting Statement, the OFCCP
estimated that a contractor with 50 to 100 employees would take
approximately 73 hours to create an initial written program summary.
While the OFCCP regulations require contractors to perform time-
consuming quantitative analyses when developing their written program
summaries, such analyses would not be required in connection with the
creation of a workforce inclusion plan. For this reason, FHFA believes
that a contractor could develop a workforce inclusion plan in about
one-third of the time that it would take to develop the written program
summary required under the OFCCP regulations.
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\9\ See PRA Supporting Statement for the OFCCP Recordkeeping and
Requirements-Supply and Service Program, OMB Control No. 1250-0003,
at https://www.reginfo.gov/public/do/PRAViewDocument?ref_nbr=201906-1250-001.
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FHFA estimates that a contractor or subcontractor with fewer than
50 employees would spend approximately 25 hours creating a workforce
inclusion plan for the first time. It is likely that, going forward,
many small contractors and subcontractors will simply submit updated
versions of workforce inclusion plans that they have submitted
previously. For purposes of this burden estimate, however, FHFA has
assumed that all small contractors and subcontractors will need to
create a new plan every time they are required to submit information
under the MWI clause. This results in an estimated average triennial
recordkeeping burden on all contractors and subcontractors with fewer
than 50 employees over the next three years of 450 hours (18
respondents x 25 hours per respondent), with an annual burden of 150
hours.
As with larger entities, FHFA estimates that it will take each
contractor and subcontractor with fewer than 50 employees approximately
one hour to retrieve, review, and submit the documentation specified in
the MWI Clause. Thus, FHFA estimates that the average triennial
reporting burden on all contractors and subcontractors with fewer than
50 employees will be 18 hours (18 respondents x 1 hour per respondent),
with an annual burden of 6 hours.
D. Comment Request
FHFA requests written comments on the following: (1) Whether the
collection of information is necessary for the proper performance of
FHFA functions, including whether the information has practical
utility; (2) the accuracy of FHFA's estimates of the burdens of the
collection of information; (3) ways to enhance the quality, utility,
and clarity of the information collected; and (4) ways to minimize the
burden of the collection of information on respondents, including
through the use of automated collection techniques or other forms of
information technology.
Robert Winkler,
Chief Information Officer, Federal Housing Finance Agency.
[FR Doc. 2020-11259 Filed 5-26-20; 8:45 am]
BILLING CODE 8070-01-P