Being awarded a government contract offers tremendous benefits and numerous opportunities for an employer, but it comes at a price – a tangled web of regulatory obligations.
Government contractors are expected to hold themselves to the highest standard of equal employment opportunity (“EEO”), as well as follow Executive Orders and corresponding regulations that require federal contractors and subcontractors to prepare annual Affirmative Action Plans (“AAPs”). At Skoler, Abbott & Presser, we routinely assist covered contractors in the manufacturing, construction, healthcare, food, financial, and other industries. We carefully assess relevant data and conduct statistical analyses to determine availability and set realistic AAP goals, while providing legal recommendations for best compliance practices. Our team will assist your business in complying with the government’s detailed recordkeeping requirements, and we will keep you in compliance as regulations change.
When compliance evaluations cannot be avoided, our attorneys are there to guide you through every stage of the process, from desk audit, to comprehensive on-site review. Skoler Abbott provides defense and guidance in the event of an audit by the Office of Federal Contract Compliance Programs (“OFCCP”), representation at OFCCP-required conciliations, and appeals of OFCCP determinations.
The Skoler Abbott team has experience in the following areas unique to government contractors:
- The Service Contract Act
- The Davis-Bacon Act
- The Defense Base Act
- The Uniformed Services Employment and Reemployment Rights Act
- The False Claims Act
- State Prevailing Wage Laws
Our team can also assist with the administrative burden associated with government compliance. We offer training for human resources personnel and hiring managers and are available to assist or prepare EEO-1 and VETS-100/100A reports for our clients.