Friday, October 30, 2015

President Obama Signs Paid Sick Leave Executive Order for Federal Contractors

An Executive Order signed last month requires Federal contractors to provide workers with up to seven days (56 hours) or more of paid sick leave annually, including the ability to carry over accrued leave from one year to the next.  The Executive Order will go into effect on January 1, 2017 and requires the Secretary of Labor to issue regulations to implement the order by September 30, 2016.

The Order applies to all employees whose wages are governed by the Service Contract Act, Davis-Bacon Act or Fair Labor Standards Act, including employees who qualify for an exemption from its minimum wage and overtime provisions.  The Order extends to all new Federal contracts, contract-like instruments and solicitations (collectively referred to as “contracts”).  It is important to note that the Order explicitly states “Nothing shall excuse noncompliance with or supersede any applicable Federal or State law, any applicable law or municipal ordinance, or a collective bargaining agreement requiring greater paid sick leave or leave rights than those established under this order.”

Details about the Order include:
  • Not less than one hour of paid sick leave is earned for every thirty hours of work
  • Unused leave can be carried over from year to year
  • Unused leave will be reinstated for employees rehired within twelve months after separation
  • Sick leave may be used for preventative care and for care of “close association[s]”
  • The Order does not require payment for accrued sick leave at separation

If you have any questions concerning this Executive Order, please contact Nick Paul at Nick@KairosServicesInc.com or call the Kairos office at 972-369-0015.

Monday, October 26, 2015

EEO-1 Filing Deadline Approaching

This is a reminder the EEO-1 Survey is open and this Friday is the rapidly approaching deadline. Federal contractors are required to file EEO-1 reports if they meet the requirements. In the event of an OFCCP audit you should expect to be asked to provide copies of your reports; so be sure you download or print a copy of your final certified reports. Also remember the closer to the deadline you file the more likely technical issues will arise and the agency will be unavailable to assist you in time to file by the deadline.

If you would like us to review your reports and compare them to your AAPs for consistency please let us know by Wednesday of this week.

Kairos Services now offers EEO-1 (and Vets-4212) report preparation and filing services.  If you would like us to submit your reports this week please email or call us for a quote today.

The Vets-4212 Report deadline was September 30.  As of this morning the system is still open if you haven't yet filed your reports.

Jennifer McAlister
Reports/Special Projects Manager
jen@kairosserivcesinc.com
(972) 369-0015

Tuesday, October 13, 2015

Disability Inclusion Starts With You

Ever wish you had a video that explained why you're asking employees to self-identify disability status? Look no further! The OFCCP just released a one minute video detailing why Federal Contractors are required to ask and how it benefits employees.

YouTube Video

Tuesday, October 6, 2015

Pay Transparency Final Rule

On September 11, 2015 the U.S. Department of Labor issued a Final Rule implementing President Obama’s Executive Order 13665. The Final Rule, which takes effect on January 11, 2016, amends the existing regulations that implement Executive Order 11246 including the Equal Opportunity Clause. Paragraphs (3) through (7) of the Equal Opportunity Clause are re-designated as paragraphs (4) through (8). A new paragraph (3) is added and reads as follows.

“The contractor will not discharge or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant. This provision shall not apply to instances in which an employee who has access to the compensation information of other employees or applicants as a part of such employee’s essential job functions discloses the compensation of such other employees or applicants to individuals who do not otherwise have access to such information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or is consistent with the contractor’s legal duty to furnish information.”

Note: This equal opportunity clause applies to contracts entered into or modified on or after 
January  11, 2016.