AGC Supports OFCCP’s Increased Focus on Compliance Assistance
On June 7, AGC submitted comments to the U. S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) in response to its proposal to institute a new approach in reviewing federal construction contractors’ compliance with OFCCP’s Affirmative Action Program (AAP) and record-keeping requirements through compliance checks. OFCCP intends for these compliance checks to be less burdensome, but exercised in greater quantity as opposed to more intensive compliance reviews or audits. If OFCCP determines during the compliance check that the contractor has not maintained AAPs, affirmative action specifications, and required records, OFCCP will provide individualized compliance assistance to help the contractor come into compliance and may place the contractor in a pool for a future compliance evaluation. The amount of information for contractors to submit would be more extensive for direct federal contractors than federally assisted contractors.
Read moreAGC Supports DOL’s Reasonable Update to Overtime Rule’s Salary Threshold
On May 21, AGC submitted comments to the U. S. Department of Labor’s (DOL) Wage and Hour Division (WHD) in response to a Notice of Proposed Rulemaking (NPRM) updating the Fair Labor Standards Act (FLSA) overtime regulations. In line with AGC’s recommendations to the WHD, this NPRM is the second step the DOL is undertaking to revisit the Obama administration overtime rule that dramatically increased the salary threshold for exempt employees and would have resulted in unintended consequences, particularly for small construction companies construction employers in lower-wage regions, and construction personnel. In contrast to the Obama rule, this new proposal would simply update the salary threshold using current wage data, projected to January 1, 2020. The result would boost the standard salary threshold for exempt employees from $455 to $679 per week (equivalent to $35,308 per year).
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