Compliance

Federal contractors must know the requirements for maintaining records pertaining to work performed on federal contracts. Unfortunately, there’s not one definitive answer on how long a record should be kept. Often, the first step for determining how long a record must be kept is identifying what type of records your organization creates and maintains...

As covered in GovConLaw article “OFCCP Compliance Evaluations: General Overview”, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (“OFCCP”) monitors contractor compliance with Equal Employment Opportunity (“EEO”) laws and corresponding affirmative action requirements through compliance evaluations.  A compliance evaluation can be an involved process; however, they are not one-size-fits-all.  Your compliance...

There is little doubt that the Biden Administration will pursue policy changes that will have a noticeable impact on the business and legal communities. While some policy changes will be industry sector-specific (the Keystone XL pipeline is a good example), there are some overarching policy areas that will likely see changes that will have...

Most federal government contractors must comply with nondiscrimination and Equal Employment Opportunity (EEO) laws and should be prepared for the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (“OFCCP”) to evaluate whether your business is in compliance.  OFCCP’s compliance evaluations can take many forms, as OFCCP uses an array of investigative procedures...

The Federal Acquisition Regulation (“FAR”) specifies the format contracting officers must use in developing solicitations and contracts. This format is codified in Section 15.204 of the FAR. Uniform contract requirements ensure consistent and efficient forms across the board. This uniform contract format is not only convenient for agencies to quickly and efficiently draft and...

On December 15, 2020, the Council of the District of Columbia voted unanimously to approve the Ban on Non-Compete Agreements Amendment Act (Bill 23-494) (the “Act”), which would ban the use of non-compete provisions in employment agreements and workplace policies for all employees, with a few narrow exceptions. If enacted, Washington, DC will have...