Overview:
- The EEOC has introduced a new Diversity, Equity, and Inclusion (DE&I) workshop series.
- The US Department of Labor (DOL) announced a Notice of Proposed Rulemaking to create standards and procedures to implement and enforce President Biden’s earlier Executive Order (EO 14026) that will increase the federal contractor minimum wage.
- Unfortunately, the Coronavirus pandemic is still an issue for workplaces across the country.
- The EEO-1 Reporting deadline has been changed again to October 25, 2021.
Details:
- The EEOC has introduced a new Diversity, Equity, and Inclusion (DE&I) workshop series.
- The EEOC Training Institute will be offering this new series that focuses on DE&I in the workplace. The first class topic will be “Understanding Unconscious Bias in the Workplace.” For more information, you can visit the EEOC website.
- The US Department of Labor (DOL) announced a Notice of Proposed Rulemaking to create standards and procedures to implement and enforce President Biden’s earlier Executive Order (EO 14026) that will increase the federal contractor minimum wage.
- As we discussed in our July HR Huddle, the DOL has released proposed regulations to enforce and implement the coming minimum wage increase for federal contractors. The comment period has closed, but previously submitted comments are available to review here.
- Unfortunately, the Coronavirus pandemic is still an issue for workplaces across the country. Here are some best practices for employers:
- Monitor the situation in your area to determine what precautions need to be implemented. Policies for a small employer in a low transmission area will most likely look different than the policies implemented by a larger employer in a high transmission area.
- Check CDC guidelines often. This situation is ever-changing, including the recommendations to keep employees safe. It is a good idea to check the CDC website often to stay up to date on the latest guidelines.
- Know what federal, state, and local laws have been put into place. Some government leaders have signed laws that ban mask mandates; however, those laws do not generally apply to private businesses. Be sure to discern which rules are laws versus guidelines for your area.
- Be cautious if asking about an employee’s vaccination status. Avoid making medical inquiries that could go against the ADA but note that asking for proof of vaccination is permissible under the ADA. Follow-up questions should be avoided to prevent the potential disclosure of medical and/or disability related information.
- To see a complete list of CDC guidelines and recommendations, you can visit their website. You can also visit the EEOC and OSHA websites for further workplace guidance.
- The EEO-1 Reporting deadline has been changed again to October 25, 2021.
- The EEOC announcement emphasizes that this is the last time that the deadline will be changed. If you have submitted a support request, the EEOC asks that you be patient as they work through them. If you need assistance, Redstone GCI Consultants can help you through the filing process.
Sheri joined Redstone Government Consulting, Inc. in December 2012 as a Human Resources Consultant. She provides HR consulting services to our customers on a wide range of issues, from specific projects to an ongoing outsourced solution of the human resources function. Sheri has two decades of experience in providing a comprehensive assessment of all areas of HR, including establishing and implementing policies and practices, contract transition efforts/onboarding, and investigations. Sheri’s experience covers a broad spectrum of compensation planning and analysis for total compensation projects, reasonableness assessments including executive compensation, compensation philosophy development, total reward strategies, benefits analysis, market pay and pay equity evaluations. She regularly supports clients with the analysis and mapping of labor categories and the preparation and analysis of wage calculations and supports clients in pricing disputes with DCAA. Sheri has a wealth of experience in navigating the many compliance challenges associated with Service Contract Act and Davis Bacon Act. She has been a valuable resource to our clients in all these areas. She stays abreast of the various requirements of the Department of Labor and, of great importance to government contractors, the Office of Federal Contract Compliance Programs, as well as other federal and state regulations impacting human resources. Professional Experience Prior to joining Redstone Government Consulting, Inc., Sheri served in various roles in the Human Resources arena. While employed by a mid-size government contractor she assisted with database development, recruiting, affirmative action planning and contract proposals. Sheri later became an Employment Specialist with one of the largest employers in Huntsville, where she assisted and led managers in the interpretation and documentation of the progressive disciplinary process, conducted employee investigations and allegations of discrimination, sexual harassment, wrongful discharge and employee disputes, conducted unemployment hearings and conducted new employee orientation. Sheri developed and presented management training, administered facility compensation plan, monitored staffing budgets and wrote job descriptions and handbook revisions.
About Redstone GCI
Redstone GCI is a consulting firm focused on fulfilling the needs of government contractors in all areas of compliance. With a singular mission to help contractors through the multiple layers of “red tape,” we allow contractors to focus on what they do best – support their mission with the U.S. Government. We are home to a group of consultants made up of GovCon industry professionals, CPAs, attorneys, and retired government audit and acquisition professionals.
Our focus and knowledge of audit and compliance functions administered by DCAA and DCMA will always be at the heart of what we do. However, for the past decade, we’ve strategically grown to support other areas of the government contractor back-office with that same level of focus and expertise. We’ve added expertise in contracts management, subcontract administration, proposal pricing, various software systems, HR and employment law, property administration, manufacturing, data analytics/reporting, Grant specialists, M&A, and many other areas. When we see a trend in the needs of contractors, we act to ensure we can provide the best expertise in the market to fulfill those needs.
One thing our clients can be certain of is that with the Redstone GCI Team in your corner, there is no problem too big and no issue too technical for our team to tackle.
Topics:
HR Huddle
