Approximately 23 percent of the total civilian workforce is employed by federal government contractors or subcontractors that have affirmative action mandates. We help clients navigate the labor and employment aspects of federal and state government contracts with advice on affirmative action obligations and compliance standards and procedures. We counsel clients on US Department of Labor (DOL) regulatory compliance, including the Service Contracts Act (SCA) and Davis-Bacon Act. Government contractors seek our guidance on pay equity risk, disability and covered veterans compliance, and immigration and I-9 and E-Verify compliance.
We draw on the knowledge and experience of our government alumni. Our team includes former high-level officials: a former deputy director of the Office of Federal Contract Compliance Programs (OFCCP) who was the architect of the OFCCP’s 2006 standards and guidelines on systemic compensation discrimination and a former DOL senior policy adviser who worked on policy and program development for the OFCCP and Wage and Hour Division. We have strong relationships with OFCCP field staff and regional managers, through both their former DOL colleagues and our interactions on client matters.
We counsel employers on affirmative action obligations, compliance standards, and procedures. We advise clients on OFCCP compliance issues such as applicant tracking requirements, and we defend clients in OFCCP audits.
Our experience spans the spectrum of defense matters, from preparing desk audit submissions to litigating with the OFCCP in both merits and access cases. We have a deep understanding of the legal aspects of the statistical analyses that are central to OFCCP investigations and systemic discrimination allegations.
Some of our specific services are:
We advise government contractors, particularly in the defense and services industries, on Service Contracts Act (SCA) compliance. We help employers address employee classification, regulatory compliance, wage determination, and collective bargaining considerations in light of SCA requirements.
Our immigration lawyers counsel clients on technical and administrative issues involving I-9 completion and maintenance, as well as the use of E-Verify on a mandatory or voluntary basis. For clients that want privileged reviews, we perform I-9 self-audits. In addition, we help employers avoid charges of unfair immigration-related employment practices, as well as avoid or respond to issues related to government I-9 inspections.