Office of Federal Contract Compliance Programs 2015 – Federal Register Recent Federal Regulation Documents

Proposed Renewal of Information Collection Requirements; Comment Request
Document Number: 2015-27580
Type: Notice
Date: 2015-10-29
Agency: Department of Labor, Office of Federal Contract Compliance Programs
The Department of Labor, as part of its continuing effort to reduce paperwork and respondent burden, conducts a pre-clearance consultation program to provide the general public and Federal agencies with an opportunity to comment on proposed and/or continuing collections of information in accordance with the Paperwork Reduction Act of 1995 (PRA). 44 U.S.C. 3506(c)(2)(A). The program helps to ensure that requested data can be provided in the desired format, reporting burden (time and financial resources) is minimized, collection instruments are clearly understood, and the impact of collection requirements on respondents can be properly assessed. Currently, the Office of Federal Contract Compliance Programs is soliciting comments concerning its proposal to renew the Office of Management and Budget (OMB) approval of the Non-construction Supply and Service Information Collection. A copy of the proposed information collection request can be obtained by contacting the office listed below in the addresses section of this Notice or by accessing it at https:// www.regulations.gov.
Discrimination on the Basis of Sex; Extension of Comment Period
Document Number: 2015-07490
Type: Proposed Rule
Date: 2015-04-01
Agency: Department of Labor, Office of Federal Contract Compliance Programs
On January 30, 2015, the Office of Federal Contract Compliance Programs (OFCCP) published a notice of proposed rulemaking (NPRM) in the Federal Register. The NPRM (80 FR 5246) proposed regulations setting forth requirements that covered Federal Government contractors and subcontractors, and federally assisted construction contractors and subcontractors, must meet in fulfilling their obligations under Executive Order 11246, as amended. This includes ensuring nondiscrimination in employment on the basis of sex and taking affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their sex. This document extends the comment period for the proposed rule for 14 days. You do not need to resubmit your comment if you have already commented on the proposed rule. Should you choose to do so, you can submit additional or supplemental comments. OFCCP will consider all comments received from the date of publication of the proposed rule through the close of the extended comment period.
Implementation of Executive Order 13672 Prohibiting Discrimination Based on Sexual Orientation and Gender Identity by Contractors and Subcontractors; Agency Information Collection Activities; Announcement of OMB Approval
Document Number: 2015-07216
Type: Rule
Date: 2015-03-31
Agency: Department of Labor, Office of Federal Contract Compliance Programs
The Department of Labor, Office of Federal Contract Compliance Programs (OFCCP) is announcing that the collection of information requirements contained in the final rule titled ``Implementation of Executive Order 13672 Prohibiting Discrimination Based on Sexual Orientation and Gender Identity by Contractors and Subcontractors'' (41 CFR part 60) have been approved by OMB under the Paperwork Reduction Act of 1995. The OMB approval control number is 1250-0009.
Discrimination on the Basis of Sex
Document Number: 2015-01422
Type: Proposed Rule
Date: 2015-01-30
Agency: Department of Labor, Office of Federal Contract Compliance Programs
The U.S. Department of Labor's (``DOL'') Office of Federal Contract Compliance Programs (``OFCCP'') is proposing regulations that would set forth requirements that covered Federal Government contractors and subcontractors and federally assisted construction contractors and subcontractors must meet in fulfilling their obligations under Executive Order 11246, as amended, to ensure nondiscrimination in employment on the basis of sex and to take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their sex. This proposal would substantially revise the existing Sex Discrimination Guidelines, which have not been substantively updated since 1970, and replace them with regulations that align with current law and legal principles and address their application to current workplace practices and issues. Most of the proposed provisions in this NPRM would clarify well-established case law or applicable requirements from other Federal agencies and therefore would not change existing requirements for entities affected by this rule. The NPRM's approach with respect to pregnancy accommodation is consistent with the interpretation of the Pregnancy Discrimination Act adopted by the Equal Employment Opportunity Commission (EEOC) and by the Government in Young v. United Parcel Serv., Inc., 707 F.3d 437 (4th Cir. 2013), cert. granted (U.S. No. 12-1226, July 1, 2014).