DCI Consulting Blog

In light of some recent buzz centered on OFCCP’s infographic for determining protected veteran status, we wanted to clarify our lastpost and confirm that OFCCP did not change the definition of any veteran categories. As OFCCP and the Solicitor’s...

In the summer of 2014, OFCCP released a Notice of Proposed Rulemaking (NPRM) for collecting compensation data through an Equal Pay Report (EPR) as part of their initiative to combat pay discrimination. The EPR was slated to be final in November of...

The OFCCP Scheduling Letter and Itemized Listing - used to initiate OFCCP supply and service compliance evaluations - is set to expire March 31, 2016. In anticipation of this coming date, OFCCP must obtain approval through Office of Management and...

OFCCP has released a new voluntary poster: Opening Doors of Opportunity for ALL Workers. The poster emphasizes the agency’s goals of diversity and equal opportunity, as well as expectations that federal contractors “must treat workers fairly and...

The case is EEOC v. Darden, decided on November 9, 2015 by Judge Joan A. Lenard of the Southern District of Florida [2015 U.S. Dist. Lexis 1498970]. The defense issued a motion to dismiss, which Judge Lenard denied. Judge Lenard also ordered Darden...

On October 22, 2015, Senior Senator Deb Fischer (R-Nebraska) introduced S.2200, the Workplace Advancement Act, in the United States Senate. The stated purpose of the bill is to amend the Fair Labor Standards Act of 1938 to strengthen equal pay...

The case is Muriel v. SCI Arizona Funeral Services decided October 30, 2014 by District Court Judge Douglas L. Rayes of the District Court of Arizona (2015 U.S. Lexis 147510). The case is not important so much for the outcome, which was summary...

The CFPA was signed into law on October 6, 2015 and may be read in its entirety here. It is a relatively short statute and an easy read. The CFPA is an amendment to a prior statute written in 1949 and has many of the key features of the Federal...

In another blog, Art Gutman provides an overview of the California Fair Pay Act (CFPA). The CFPA prohibits California employers from paying employees differently due to sex. This is not new, given existing law; however, some of the specifics...

The new California Fair Pay Act (CFPA) is summarized in depth in a previous blog in this series. The CFPA includes strict stipulations for employing “[a] bona fide factor other than sex, such as education, training, or experience” to explain wage...

Prior to the recently enacted California Fair Pay Act (CFPA), federal and state laws and regulations allowed employers to justify sex differences in salaries by using statistical methodologies to control for legitimate pay factors such as education,...

As discussed in this blog series, the California Fair Pay Act (CFPA) was recently signed into law and provides for bona fide factors other than sex to explain wage differentials.  Separate from the final law, it should be noted that a letter from...