In the last few years, there have been many changes to the way that the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) implements the federal affirmative action regulations. The agency has issued many new and revised regulations that have affected organizations throughout the United States. OFCCP has taken some particularly aggressive positions in regard to discrimination that it believes is occurring involving compensation and hiring in the private sector. These positions have caused much frustration for employers.
While compliance reviews by OFCCP are a major concern for some employers, not all organizations are subject to an OFCCP review. The particular federal affirmative action regulations that an organization must comply with depend on a number of factors, and this picture is becoming more complicated because some of these factors are changing.
What is Jurisdiction?
In order to conduct a compliance review, OFCCP must have jurisdiction to do so. “Jurisdiction” in this context involves the quest