Audits of Minnesota contractors with affirmative action plans or equal pay certificates are on the rise.
In Minnesota, no department or agency of the state can accept any bid or proposal on a contract or agreement for goods and services in excess of $100,000 from any business having more than 40 full-time employees, unless the

Federal law requires certain employers who perform work on contracts and subcontracts with the United States government to maintain affirmative action plans. The rules for when affirmative action programs are required are different for construction and non-construction contractors. Here’s what employers need to know about when federal affirmative action requirements apply:
Construction Contractors: A construction

On April 22, 2014, the United States Supreme Court upheld the Michigan Constitutional amendment which  prohibits in part the use of raced-based preferences in the admissions process for State of Michigan universities.  Schuette v. Coalition to Defend Affirmative Action, No. 12-682 (Apr. 22, 2014).  The Michigan amendment also prohibited similar preferences by the State

In August 2013, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) announced new rules applicable to government contractors.  The new rules modified certain regulations regarding the employment of persons subject to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act.  The OFCCP believed that such changes

The Equal Employment Opportunity Commission (EEOC) requires that the Employer Information Report (EEO-1 Report) must be filed by September 30, 2013.  Generally, all private employers who are subject to Title VII and have at least 100 employees must file this Report.  Additionally, private employers who have fewer than 100 employees, but are owned or affiliated

On February 28, 2013, the Office of Federal Contract Compliance Programs (OFCCP) rescinded its existing enforcement guidance on compensation standards and issued a new Directive 307 regarding investigation of compensation pay practices.  A copy of the Directive can be found here.
In releasing Directive 307, the OFCCP emphasized that it intends to address compensation

A newly enacted Minnesota statute provides that a “private nonpublic employer” may grant a preference to veterans in hiring and promotion.  See S.F. No. 1599.  A preference may also be granted to the spouses of certain disabled veterans or the surviving spouse of a deceased veteran.  The term “veteran” under the statute includes those

The annual EEO-1 Report filing deadline is quickly approaching.  The EEO-1 Report is a compliance survey report mandated by federal statute and regulations.  It requires employers to categorize employment data by race/ethnicity, gender and job category and file a report with the United States Equal Employment Opportunity Commission (EEOC).  Most private employers who have 100