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Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Four sub-areas of employment law should be factored into the government contracting business decision:
There is no set level where you can figure that it pays to be a contractor if you earn this amount. But this chart may help executives understand at what point new layers of bureaucracy apply:
Construction contractors pay prevailing wages
40 U.S.C. 3142
Service workers paid prevailing wages
Participate in E-Verify, if a service subcontractor
48 CFR 52-222.54
Ensure nondiscrimination and engage in outreach for qualified women and minorities; comply with burdensome recordkeeping requirements and applicant tracking
Executive Order 11246, OFCCP’s regulations at 41 CFR Part 60-1
Prepare written affirmative action plans for women, minorities and individuals with disabilities
41 CFR Parts 60-2 and 60-741 (assumes company has at least 50 employees)
Prepare written affirmative action plan for veterans, file Vets-100 forms; participate in E-Verify as a direct contractor; post notice advising employees regarding National Labor Relations Act rights
41 CFR Part 60-300 and 41 CFR Part 61-300; 48 CFR 52-222.54 (labor law notice text not yet in final regulatory form)
Pre-award Office of Federal Contract Compliance Programs compliance review
41 CFR Section 60-1.20(d)
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