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- Indexed articles, last 90 days
- 9
- Latest publication
- Sep 30, 2026
- Outlet visibility, for Mondaq
- Top 500K sites
- Earliest in this view
- Jul 15, 2026
Latest articles
The Three Certification Layers Every Federal Contractor Must Know (opens the original)
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“VERIFY BEFORE YOU CERTIFY” — 3-MINUTE BRIEF, PART 2 OF 4 Part 1 covered what changed. This brief: the three layers contractors certify today. Recap: Executive Orders 14173 and 14398 replaced the old EO 11246 affirmative-action framework with a certification-based model, enforceable through the False Claims Act. Here’s how that model actually works, layer by layer. Every contractor doing business with the federal government must be registered in the System for Award Management (SAM.gov), which r
What This Means In Practice: A Compliance Checklist (opens the original)
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Parts 1–2 covered the rules and the three certification layers. This brief: what to actually do about it. Recap: Contractors now certify nondiscrimination through SAM.gov representations, the EO 14173 certification embedded in each contract, and FAR 52.222-90. Here’s what stays in force separately, and the practical steps that follow. Not every affirmative-action-style obligation was affected by EO 14173 or EO 14398. Certification requirements tied to disability and veteran status come from sepa
The New Rules: How Federal Contractor Certification Changed Twice In 18 Months (opens the original)
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VERIFY BEFORE YOU CERTIFY” — 3-MINUTE BRIEF, PART 1 OF 4 A quick-read series on how federal contractors certify nondiscrimination today. This brief: what changed, and why. Federal contractors don’t certify nondiscrimination through a single document anymore. As of 2026, compliance runs through three separate layers — and this series breaks down exactly what each one requires, in four short briefs. For nearly 60 years, federal contractor nondiscrimination compliance ran through Executive Order 11
PART 3 – Workforce Diagnostics: Identify Risk Before Someone Else Does (opens the original)
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Against this backdrop, relying solely on written nondiscrimination policies may not be enough. An organization can have well-designed policies, experienced HR professionals and established procedures, and still have workforce patterns that management does not know exist. A proactive Workforce Diagnostic Analysis provides an objective, data-driven way to examine what is actually happening across the workforce. Depending on the contractor and available data, the analysis can evaluate employment ou
PART 2 – EEOC Enforcement: The Risk Has Not Gone Away (opens the original)
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The revocation of Executive Order 11246 significantly changed the federal contractor compliance landscape, but it did not eliminate employers’ underlying nondiscrimination obligations or enforcement risk. While OFCCP has ceased investigative and enforcement activity under the former EO 11246 program, the EEOC continues to actively enforce Title VII, including cases involving race discrimination in hiring, promotions, compensation, work assignments, harassment, terminations and other terms and co
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