Obligation of Employers

The President signed an Executive Order forbidding discrimination based on gender identity and other discriminatory practices in the workplace.  Organizations having 50 or more employees with $100,000 in contracts are legally mandated to follow the law.  When it is found that employers are not following the law, they are not thrown out of the program or barred from participation, but are required to submit an Affirmative Action Plan (AAP).

• Also Read: Working While Receiving Federal Retirement Benefits: A Comprehensive Comparison of Financial Impacts and Rules
• Also Read: HSA Strategy Guide Explained: Detailed Rules and Best Practices for Federal Employees Planning Long-Term Healthcare Costs
• Also Read: Income Guardrails in Federal Retirement: A Complete Guide to Protecting Savings and Controlling Withdrawals

Once again that is one of the strategies that sounds good in theory, but where is the enforcement?  The United States Government has an Affirmative Action policy that covers the majority of employers in the nation.  That fact that an Executive Order would have to be issued reiterating certain aspects of the EEOC’s overarching mission on discrimination and the Department of Labor’s (DOL) views on adherence to contracting requirements concerning number of employees and contract limits.

Often employers take the lead in upholding the law over actual federal enforcement policies.  It should be a partnership between employers and federal enforcement to ensure that laws are being followed for the betterment of the American Workforce.

P. S.  Always Remember to Share What You Know.

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