Federal Contractors
Federal Contractors are individuals who enter into a contractual agreement with a department or agency of the federal government for the purchase, sale, or use of goods or services. Given that this is a government contract, both the government department or agency and the individual contracting with them are subject to specific labor laws and obligation. These law can provide greater rights and benefits to federal contractors; these laws are enforced by the Office of Federal Contract Compliance Programs (OFCCP).
In addition, these laws can sometimes apply to federal subcontractors. These are companies that often do work for a larger company, that is contracted by the government. If that was confusing, it’s okay. This page provides more information about some of the additional rights and remedies available to federal contractors.
Yes, in most cases.
Executive Order 11246 prohibits federal contractors (who do over $10,000 in Government business per year) from discriminating in employment decisions based on race, color, religion, sex, sexual orientation, gender identity or national origin.
Section 503 of the Rehabilitation Act, prohibits federal contractors from discriminating in employment based on a person’s disabilities.
The affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act prohibit federal contractors from discrimination in employment decisions based on protected veteran status.
The Office of Federal Contract Compliance Programs (OFFCP) ensures that federal contractors comply with these provisions. See their Workplace Rights fact sheet for more information on these protections, and how to file a complaint.
Yes, Section 503 of the Rehabilitation Act prohibits federal contractors from discriminating in employment decisions based on disability, it also requires federal contractors and subcontractors with government contracts in excess of $10,000 to take affirmative action to recruit, employ, train, and promote qualified individuals with disabilities.
Yes, in regards to veterans with protected status. Veterans have protected status if they are disabled or have recently separated from the armed forces (this is defined as a three-year period beginning from the date of discharge or release from active duty). The affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) require federal contractors to take affirmative action to recruit, employ, and promote these veterans.
Yes. Under Executive Order 13706, a contractor must permit an employee to accrue (earn) not less than 1 hour of paid sick leave for every 30 hours worked on or in connection with a covered contract, up to the limits described in the Executive Order. See the Department of Labor website for more information.
In its most basic sense, pay transparency is the ability to know how much your coworkers are being paid. It can be a valuable tool in negotiating a fair salary and act as an important check on discrimination in the workplace.
Federal government regulations prohibit federal contractors and subcontractors from discharging or otherwise discriminating against their employees and job applicants for discussing, disclosing, or inquiring about compensation. The regulations apply to all covered contracts entered into or modified as of that date. See the Department of Labor website for more information.
