Proposed Rules Affecting Women Business Owners
The Department of Labor has proposed regulations that will affect federal contractors and is now accepting comments on these proposals. WIPP will be commenting on them and seeks your feedback.
Join a special Procurement Committee Chat this Tuesday for WIPP Members to ask specific questions about the regulations. Lines will be open and John Stanford, WIPP Government Relations, will be leading the discussion. For a brief recap of the changes, please see below.
Fair Pay and Safe Workplaces (Labor/FAR Council): On May 28, 2015, the Federal Acquisition Regulation (FAR) Council and Department of Labor published proposed guidance and Guidance to implement the executive order, “Fair Pay and Safe Workplaces.” The Executive Order (E.O.) requires that: 1) for contracts over $500,000 prospective and existing contractors disclose whether under certain labor laws there has been any administrative merits determination, civil judgment, or arbitral award or decision rendered against them during the preceding three-year period; 2) agencies include clauses in their contracts that require similar disclosures by certain subcontractors so their prime contractors can also consider labor violations when determining whether there have been any similar violations by prospective or existing subcontractors; 3) processes be established to assist contractors and subcontractors to come into compliance with labor laws; and 4) contractors and subcontractors provide individuals with information each pay period regarding how they are paid and give notice to those workers whom they treat as independent contractors.
The regulation is online here. Comments are due by August 26, 2015.
Overtime Regulations (Labor): The Department of Labor’s Wage and Hour Division (DOL) published its proposed rule that amends the regulations under the Fair Labor Standards Act (FLSA) governing the “white collar” exemption from overtime pay for executive, administrative and professional employees. The proposed rule from DOL: 1) would double the salary threshold for employees who are eligible to receive overtime pay, from $23,660 to $50,440. This salary threshold will also be updated every year in the Federal Register; 2) does not propose regulatory changes to the duties tests, which require employees to perform certain primary duties to qualify for an overtime exemption. However, DOL is seeking feedback on whether these duties tests should be revised.
The regulation is online here. Comments are due September 4, 2015.
In addition, recent reports suggest that another federal contractor executive order will require paid leave for contractor employees. WIPP will follow this action closely.