If you are a contractor on a federally funded project, you need the new U.S. Department of Labor’s (DOL) comprehensive Technical Assistance Guide (TAG) for the construction industry.

The guide assists contractors in meeting their legal requirements and responsibilities for equal employment opportunity by preventing violations before they occur.

Office of Federal Contract Compliance Programs published the TAG for the construction industry to reflect current regulations and provide practical, useful compliance assistance resources for contractors in the construction industry.

According to the agency, this guide offers a self-assessment tool for contractors to review the practices they have to eliminate discrimination and achieve their equal employment opportunity goals. At a minimum, this guide will help federal construction contractors meet all of their obligations required under the law. It also highlights best practices and provides useful references.

“The Construction Technical Assistance Guide provides comprehensive and clear guidance that will help ensure equal employment opportunity and nondiscrimination in construction,” said Craig E. Leen, OFCCP Director, in announcing the new guidelines.

The third chapter offers an example of the depth of information covered in the 157-page pdf document:

 

Sixteen Affirmative Action Steps

Recruitment Practices

Step 1—Recruit Women and Minorities from Community Organizations, Schools, and Training Organizations

Step 2—Encourage Employees to Recruit Women and Minorities

Step 3—Track Recruitment Sources

Step 4—Track Applicants

Step 5—Notify OFCCP if Union Referral Process Impedes EEO

 

Training

Step 6—Develop On-the-Job Training Opportunities and Implementation

Step 7—Disseminate EEO Policy Externally

Step 8—Share EEO Policy with Unions and Training Programs

Step 9—Review EEO Obligations with Employees Involved in Employment Decisions

Step 10—Annually Review Supervisor Performance with EEO Obligations

 

Personnel Operations

Step 11—Evaluate Promotion Opportunities for Women and Minorities

Step 12—Ensure a Harassment-Free Workplace

Step 13—Conform to the Uniform Guidelines on Employee Selection Procedures (UGESP)

Step 14—Monitor Personnel Practices for Unintended Discriminatory Effects

Step 15—Ensure Nonsegregated Facilities

 

Contracting Activity

Step 16—Document Solicitations from Minority and Female Contractors

OFCCP is a civil rights agency in theU.S. Department of Labor. It enforces laws prohibiting federal contractors and subcontractors from discriminating based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.

California contractors also have to comply with similar regulations from the state Department of Industrial Relations regarding employment, and California employers have conflicting rules regarding immigration status and federal reporting requirements.

To download a free copy of the DOL TAG go to:

//www.dol.gov/ofccp/Construction/files/ConstructionTAG.pdf