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Affirmative Action & OFCCP Compliance

The Office of Federal Contract Compliance Programs (OFCCP) continues to increase its enforcement efforts to ensure that contractors and subcontractors are not discriminating against employees or job applicants, and are engaging in good faith efforts to ensure equal employment opportunities for women, minorities, individuals with disabilities and veterans. Now is the time for government contractors and subcontractors to ensure they are complying with their affirmative action obligations, and their duty to pay “prevailing wages” under the Davis-Bacon Act and/or the Service Contractors Act, in an effort to avoid monetary liability or possibly debarment from present and future government contracts down the road.

Gentry Locke regularly advises government contractors and subcontractors about their affirmative action obligations and recordkeeping requirements. This advice includes drafting and implementing effective affirmative action plans, reviewing and advising contractors regarding hiring and compensation practices and strategies, training managers on affirmative action compliance, advice regarding prevailing wage issues, preparing for and navigating through compliance evaluations, and responding to OFCCP investigations.

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