• Govt. Contractors: Fair
  • April 13, 2017 | Authors: Meredith Merry Campbell; John D. Clifford; Joy C. Einstein; Gregory D. Grant
  • Law Firm: Shulman, Rogers, Gandal, Pordy & Ecker, P.A. - Potomac Office
  • Effective immediately, the Trump Administration has repealed President Obama's Executive Order on Fair Pay and Safe Workplaces (Executive Order 13673). For context, this Executive Order included the following requirements:
    1. Required prospective federal contractors and subcontractors to disclose federal and state labor violations (including allegations) from the previous 3 years and to illustrate steps taken to remedy those violations;
    2. Imposed paycheck transparency provisions such as mandatory wage statements setting forth a worker’s classification information (independent contractor or employee), overtime hours, hours worked and any changes in pay; and
    3. Prohibited enforcement of pre-dispute arbitration clauses consented to in employment agreements when there is a Title VII claim or other tort involving sexual assault or harassment.
    While this regulation has been nullified and federal contractors do not have to comply with its provisions, employers should still ensure they are in compliance with pertinent state and federal wage and hour, discrimination and other employment-related laws (some of which have requirements similar to the now-defunct Fair Pay and Safe Workplaces Executive Order).