The U.S. Department of Labor proposed changing the procedures it uses to identify and remedy discrimination in federal contracting and removing barriers to equal employment opportunity.
The agency proposed removing the rigid evidentiary standards for providing employers with notice of discrimination concerns. The predetermination notice and notice of violation would be kept, but with procedures changed to enable the agency to consider each case’s facts and circumstances, Jenny Yang, Office of Federal Contract Compliance programs director, said in a Department of Labor release March 21.
“Our proposal would enable Office of Federal Contract Compliance Programs to remedy unlawful discrimination more effectively while providing federal contractors early notice about concerns we have identified,” Yang said.
The proposed changes would give the office flexibility in its procedures, strengthen enforcement, promote efficiency in cases and help align standards that govern procedures with Title VII, the release said.
Standards to assist workers were not outlined in the previous rule from 2020. That rule delayed the resolution of discriminatory findings. The proposed modifications will eliminate the difference between evidentiary requirements governing the office’s procedures and Title VII. They will remove language that limited the department’s ability to have the full scope of cases under its authorities, according to the release.
