Overview
- In accordance with EO 14042 and the latest updates from the Safer Federal Workforce Taskforce, federal contractors must ensure their employees are fully-vaccinated no later than January 18, 2022 (as opposed to January 4, 2022).
- Due to a stay by the US Court of Appeals for the Fifth Circuit, all activities related to the OSHA COVID-19 Vaccination and Testing ETS have been suspended.
- The United States Citizenship and Immigration Services is considering permanent approval for remote I-9 verification.
- The US DOL Wage and Hour Division has announced a final rule to implement Executive Order 14026 that will increase the federal contractor hourly minimum wage to $15.
- The Biden Administration has reinstated the Executive Order pertaining to Non-displacement of Qualified Workers Under Service Contracts.
- The US Department of Labor, the National Labor Relations Board, and the US Equal Employment Opportunity Commission have come together to end workplace retaliation and promote workers’ rights.
Details:
- In accordance with EO 14042 and the latest updates from the Safer Federal Workforce Taskforce, federal contractors must ensure their employees are fully-vaccinated no later than January 18, 2022 (as opposed to January 4, 2022).
- Contractors should be preparing for this deadline by developing, implementing, and communicating their policies to employees. The Redstone GCI team has developed resources for contractors and would be happy to assist you throughout this process.
- Due to a stay by the US Court of Appeals for the Fifth Circuit, all activities related to the OSHA COVID-19 Vaccination and Testing ETS have been suspended.
- The ETS will face further court hearings to determine whether or not it will be implemented. In the meantime, employers should be preparing for the mandate in the event that it does go into effect. The Redstone GCI team has developed resources for employers and would be happy to assist you throughout this process.
- The United States Citizenship and Immigration Services is considering permanent approval for remote I-9 verification.
- Due to the pandemic, USCIS has been allowing employers to complete their new hires’ I-9 forms virtually. Many employers have expressed their desire for this to become a permanent option. The USCIS is now taking this into consideration and asking for the public’s comments on this topic. You can submit a comment through December 27th.
- The US DOL Wage and Hour Division has announced a final rule to implement Executive Order 14026 that will increase the federal contractor hourly minimum wage to $15.
- The final rule becomes effective on January 30, 2022. Some additional provisions of the rule include a continual indexing of the minimum wage to an inflation measure in future years, elimination of the tipped minimum wage for federal contractors by 2024, and restoration of minimum wage protections to outfitters and guides operating on federal lands.
- The Biden Administration has reinstated the Executive Order pertaining to Non-displacement of Qualified Workers Under Service Contracts.
- This executive order seeks to assist incumbent contractors by requiring incoming Service Contractors to make a written offer of employment to all incumbent Service Employees to the extent possible. Further key provisions include the requirement for incumbent contractors to provide a list of incumbent employees to the contracting officer prior to the end of the contract term and the requirement of prime contractors to flow down the provisions to subcontractors and ensure in the subcontract that subcontractors have an obligation to provide employee information as needed to comply with the Executive Order.
- The US Department of Labor, the National Labor Relations Board, and the US Equal Employment Opportunity Commission have come together to end workplace retaliation and promote workers’ rights.
- These agencies have aligned to raise awareness about retaliation issues when workers exercise their protected labor rights. The initiative will include collaboration among these civil law enforcement agencies to protect workers on issues of unlawful retaliatory conduct, educate the public and engage with employers, business organizations, labor organizations and civil rights groups in the coming year.
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.
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