Redstone Government Consulting Blog | Office of Federal Contract Compliance Programs

On August 21, 2026, the Department of Labor’s (DOL) Office of Federal Contractor Compliance Programs (OFCCP) published three final rules addressing its regulatory framework following the revocation of EO 11246. One final rule rescinds the regulations that implemented EO 11246, while the other two modify the regulations implementing Section 503 of the Rehabilitation Act of 1973, as amended, and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) of 1974, as amended. The Section 503 and VEVRAA changes are generally effective September 21, 2026, while the rescission of the EO 11246 implementing regulations is effective October 26, 2026.

Topics: Contracts & Subcontracts Administration, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Organizational Change Management Consulting

On March 26, 2026, President Donald J. Trump signed an executive order (EO) titled, "Addressing DEI Discrimination by Federal Contractors." The order establishes new mandatory contract clause requirements for federal contractors and subcontractors at all tiers, creates reporting and monitoring obligations, and designates noncompliance as material under the False Claims Act (FCA). Federal agencies are required to incorporate the new clause into contracts and contract-like instruments by April 25, 2026. The EO applies to federal contracts, subcontracts, and contract-like instruments subject to the Federal Property and Administrative Services Act (40 U.S.C. § 101 et seq.).

Topics: Contracts & Subcontracts Administration, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Organizational Change Management Consulting

Employers responding to ADA accommodation requests face growing compliance risks when requests are handled inconsistently, delayed, or insufficiently documented. Recent enforcement activity highlights the importance of a timely, individualized process that aligns with legal requirements, protects employee rights, and reduces exposure to claims and litigation.

Topics: Litigation Consulting Support, Contracts & Subcontracts Administration, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Organizational Change Management Consulting, Manufacturing Operations Consulting, Employers & Unions

EO 14173 revoked EO 11246 Equal Employment Opportunity, which required covered federal contractors to practice affirmative action, develop written Affirmative Action Plans (AAPs) and implement compliant programs directed towards equal opportunities for women and minorities. This major change left contractors with a choice: set aside all efforts previously made toward compliance with EO 11246, or continue with employment analytics under a framework acceptable under EO 14173. In this article, we explain why we encourage you to consider the continuation of these efforts.

Topics: Contracts & Subcontracts Administration, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Service Contract Act

September 2026 Update

Since this article was published, OFCCP has finalized additional regulatory changes affecting government contractors. On August 21, 2026, DOL published final rules revising the regulations implementing Section 503 and VEVRAA and rescinding the regulations that implemented EO 11246. Most Section 503 and VEVRAA changes take effect September 21, 2026. Read our latest Client Alert for a breakdown of the updated requirements and key compliance dates.

Topics: Small Business Compliance, Contracts & Subcontracts Administration, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Service Contract Act

A well-configured HR system can feel like the backbone of a thriving organization by streamlining processes, enhancing employee experience, and offering powerful data insights. However, even the most advanced HR technology can quickly become a liability if one critical element is overlooked - compliance. Government contractors risk turning their greatest HR asset into a hidden source of vulnerability if they fail to consider compliance in their implementation strategy.

Topics: Small Business Compliance, Contracts & Subcontracts Administration, DCAA Audit Support, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Service Contract Act, Organizational Change Management Consulting, UKG Ready HR Software Consulting

Successful Human Resources Information System (HRIS) implementation isn’t just about choosing the right system; it’s about aligning that system with your internal business processes and formalizing documented policies and procedures. In this article, we explore how clearly defined workflows, roles, and written policies are essential to getting the full value from platforms like UKG Ready, especially for government contractors where compliance is non-negotiable.

Topics: DCAA Audit Support, Human Resources, Office of Federal Contract Compliance Programs, Service Contract Act, UKG Ready HR Software Consulting

While selecting the right HRIS system is a major process in itself, configuring it is a whole other piece of the puzzle. From the recruitment-to-hire process to timekeeping and payroll, it’s essential to set up the system optimally from the start to support compliance and ensure the most success as your business grows. When you add in the government contract compliance piece, the “puzzle” is even further complicated.

Topics: DCAA Audit Support, Human Resources, Office of Federal Contract Compliance Programs, Service Contract Act, UKG Ready HR Software Consulting

Accurate timekeeping is important to most businesses, but for federal government contractors, it is crucial to compliance and continued success. While timekeeping may seem like a straightforward and simple task, it can be daunting for those responsible for developing and implementing appropriate processes, systems, and audit trails. Improper procedures can quickly lead to reporting inaccuracies and audit nightmares! A well-designed process, accompanied by an accurately designed system and a well-documented and communicated policy, is critical.

Topics: DCAA Audit Support, Human Resources, Office of Federal Contract Compliance Programs, Service Contract Act, UKG Ready HR Software Consulting

Late yesterday, President Trump signed another Executive Order related to employment laws. This Executive Order (“Restoring Equality of Opportunity and Meritocracy”) takes aim at the use of “disparate impact liability,” which, the EO proclaims, “undermines our national values [and] also runs contrary to equal protection under the law and, therefore, violates our Constitution.”

Topics: Litigation Consulting Support, Human Resources, Government Regulations, Office of Federal Contract Compliance Programs, Service Contract Act