OFCCP Issues Final Sex Discrimination Rule

by Ryan Orr on June 20, 2016

in Affirmative Action,Alert,Compliance

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On June 14, 2016, OFCCP issued its final rule about sex discrimination for federal contractors. It will go into effect on August 15, 2016. The rule defines sex discrimination as discrimination on the basis of pregnancy, childbirth, and related medical conditions; gender identity; transgender status; and sex stereotyping. It goes on to define specific practices that could be viewed as disparate treatment (intentional discrimination), as well as examples of neutral policies or practices that could potentially have a disparate impact (unintentional discrimination).

Specific topics such as sex-based compensation discrimination, pregnancy discrimination and sex stereotyping discrimination are also covered. Finally, the rule suggests several best practices to avoid sex discrimination or harassment violations. Each of these topics are summarized in more detail in the full alert article on our website.

More detail can be found in the complete final rule. While these rules apply only to federal contractors with a contract or contracts of more than $10,000, the discriminatory and best practices found in these rules are applicable in most situations to any employer.

For additional questions on obligations as a federal contractor, affirmative action plans, or sex discrimination in general, contact Cascade today.

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