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Dec 2, 2024 | 
natlawreview.com | Morgan Pike Epperson
On November 25, 2024, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) announced that its planned new monthly employment data collection form for federal contractors and subcontractors with large contracts will launch in March 2025. Quick HitsOFCCP announced that its new Form CC-257 required monthly employment data reporting for covered federal contractors and subcontractors will launch in March 2025 and be due by April 15, 2025.
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Dec 2, 2024 | 
ogletree.com | Morgan Pike Epperson |Kristyn Lambert |Christina Pantazis |Zachary Zagger
Quick HitsOFCCP announced that its new Form CC-257 required monthly employment data reporting for covered federal contractors and subcontractors will launch in March 2025 and be due by April 15, 2025. Reports will cover a calendar month and be due the fifteenth of the following month unless the fifteenth falls on a weekend or holiday, on which the report will be due the next business day.
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Oct 28, 2024 | 
jdsupra.com | Morgan Pike Epperson |Kristyn Lambert |Christina Pantazis
In the spirit of “spooky season,” the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has been “haunting” federal construction contractors with new compliance burdens. With the resurrection of the renewed Form CC-27, covered construction contractors will now face the “chilling” task of collecting and submitting employment data to the agency every month.
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Oct 26, 2024 | 
natlawreview.com | Morgan Pike Epperson
Skip to main content October 26, 2024 Volume XIV, Number 300 Legal Analysis. Expertly Written. Quickly Found.
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Oct 25, 2024 | 
ogletree.com | Morgan Pike Epperson |Kristyn Lambert |Christina Pantazis
Quick HitsThe approved Form CC-257 revives a version discontinued in 1995 but asks for more information than the pre-1995 version. Construction contractors and subcontractors with one or more contracts exceeding $10,000 will be required to submit Form CC-257 to OFCCP monthly. Though OMB has approved the new form, OFCCP has not notified contractors of the effective date when the agency expects compliance.
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Oct 16, 2024 | 
jdsupra.com | Morgan Pike Epperson |Kristyn Lambert |Christina Pantazis
The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) recently released its new Construction Scheduling Letter and Itemized Listing for federal construction contractors subject to Executive Order 11246, Section 503, or the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA).
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Apr 23, 2024 | 
mondaq.com | Morgan Pike Epperson |Zachary Zagger
On April 17, 2024, the Supreme Court of the United
States held that an employee challenging a job transfer in an
unlawful employment discrimination claim under Title VII of the
Civil Rights Act of 1964 must show that the transfer caused some
identifiable harm, but the harm does not need to be
significant.
The Supreme Court ruled that employees challenging job
transfers under Title VII do not need to show that they faced
significant harm.
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Apr 19, 2024 | 
salary.com | Morgan Pike Epperson
On April 17, 2024, the Supreme Court of the United States held that an employee challenging a job transfer in an unlawful employment discrimination claim under Title VII of the Civil Rights Act of 1964 must show that the transfer caused some identifiable harm, but the harm does not need to be significant. Quick HitsThe Supreme Court ruled that employees challenging job transfers under Title VII do not need to show that they faced significant harm.
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Apr 18, 2024 | 
jdsupra.com | Morgan Pike Epperson |Zachary Zagger
On April 17, 2024, the Supreme Court of the United States held that an employee challenging a job transfer in an unlawful employment discrimination claim under Title VII of the Civil Rights Act of 1964 must show that the transfer caused some identifiable harm, but the harm does not need to be significant. Quick Hits The Supreme Court ruled that employees challenging job transfers under Title VII do not need to show that they faced significant harm.
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Apr 18, 2024 | 
lexblog.com | Morgan Pike Epperson |Zachary Zagger
Quick HitsThe Supreme Court ruled that employees challenging job transfers under Title VII do not need to show that they faced significant harm. The ruling could open the door for more Title VII discrimination claims beyond those alleging traditional claims over adverse employment actions, including potentially reverse discrimination claims challenging employer DEI programs. The Supreme Court decision in Muldrow v.
