Claim your Copy of
Top 100 FLSA
Overtime Q&As
Your email address will not be published. Required fields are marked *

Government Contractors: What you need to know

An employer’s status as a contractor with the federal government brings the financial benefit of the contract itself, but with that financial benefit comes the serious responsibility of complying with the federal government's many rules and regulations imposed on contractors. The various laws that apply to contractors and the compliance measures that must be taken oftentimes depend on the number of employees a contractor has and the dollar amount of the contract with the federal government. The following materials outline many key obligations for federal government contractors.
For a Limited Time receive a FREE Compensation Market Analysis Report! Find out how much you should be paying to attract and retain the best applicants and employees, with customized information for your industry, location, and job. Get Your Report Now!
Employers are required to meet certain affirmative action obligations if they do business with the federal government and are covered by federal Rehabilitation Act of 1973 Section 503 (Section 503) , the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), Executive Order 11246, and the Jobs for Veterans Act. The threshold amounts for these laws begin at the $10,000 contract level, and compliance requirements increase as the amount of the contract and the size of the contractor's workforce increase.
An affirmative action program is a management tool designed to ensure equal opportunity in recruiting, hiring, training, promoting, and compensating individuals. Affirmative action goes beyond equal employment opportunity measures, requiring employers to eliminate discriminatory conditions, whether inadvertent or intentional, and to treat all employees equally in the workplace.
The OFCCP, part of the U.S. DOL, administers these laws and has issued regulations implementing each of them. Contractors' affirmative action ...

>> Read more about Government Contractors

More on this topic:

State Requirements

California | Colorado | Connecticut | Idaho | Illinois | Iowa | Kansas | Kentucky | Maine | Maryland | Massachusetts | Michigan | Minnesota | Nebraska | Nevada | New Jersey | New York | Ohio | Oklahoma | Pennsylvania | Utah | Vermont | West Virginia |

Government Contractors Resources

Government Contractors Products

Affirmative Action Webinar Recording
BLR Webinar - "Affirmative Action: OFCCP Stepping Up Enforcement Efforts; What Government Contractors Need To Know""
OFCCP Webinar Recording
BLR Webinar: "OFCCP: Increased Enforcement Means Heightened Scrutiny; How To Prepare for the Spotlight""
The New EEO-1 Report: 5 Steps to Ensure Compliance: Special Report - Download
This special report will ensure compliance with the new changes on the EEO form. The report focuses on the critical steps employers should take. Download now."
The Dodd-Frank Act of 2010 Webinar Recording
BLR Webinar: "The Dodd-Frank Act of 2010: What Employers Must Know—and Do—To Comply With This Sweeping New Legislation""
Off the Clock Time Webinar Recording
BLR Webinar: "Off the Clock? How To Determine When Time Worked Is Compensable Under Federal Law""
Free Special Reports
Get Your FREE Special Report. Download Any One Of These FREE Special Reports, Instantly!
Featured Special Report
Claim Your Free Copy of Top 100 FLSA Overtime Q&As

We’ve compiled a list of the 100 most commonly asked questions we have received on the federal Fair Labor Standards Act (FLSA) overtime regulations.
Download Now!

This report, "Top 100 FLSA Q&As", is designed to provide you with an examination of the federal FLSA overtime regulations in Q&A format, including valuable tips for bringing your workplace into compliance in an affordable manner.

At the end of the report, you will find a list of state resources on wage and hour issues. This report includes practical advice on topics such as:
  • FLSA Coverage: How FLSA regulations apply to all employers and any specific exemptions from the overtime requirements
  • Salary Level: Qualifying for exemptions and nonexempt employees
  • Deductions from Pay: Deducting for violations, disciplinary reasons, sick leave, or personal leave

Download Now!