Avila & Shaddow Attorneys at Law
Call For A Free Consultation
818-676-9658 / 866-450-4LAW
Se Habla Español
Menu Contact
Aggressive Protection of Your Rights Under The Law

Labor Department issues final discrimination rule

On June 14, the U.S. Department of Labor's Office of Federal Contract Compliance Programs, or OFCCP, issued a final rule updating its discrimination guidelines for federal contractors in California and nationwide. It is the first update in more than 40 years.

OFCCP's final rule largely follows existing law interpreting Title VII of the Civil Rights Act of 1964, but it makes key provisions in the areas of pay discrimination, sex stereotyping, leave and fringe benefits, pregnancy-related workplace accommodations and gender identity. For pay discrimination, the rule expands the definition of compensation discrimination to include pay differences that result from job segregation or gender-based job classifications. For sex stereotyping, the rule includes adverse treatment of employees based on gender stereotypes in its definition of sex discrimination. For leave and fringe benefits, the rule entitles male and female workers to equal child care leave and sick leave. For pregnancy accommodations, the rule states that pregnant employees affected by pregnancy-related medical conditions are entitled to accommodations such as seating, light-duty assignments and extra bathroom breaks. For gender identity, the rule states that sex discrimination includes gender identity and sexual orientation.

The final rule also includes a list of nonbinding best practices, which are meant to ensure that workers feel free from workplace discrimination and that contractors are in compliance with the new provisions. These best practices include designating single-user bathrooms, using gender-neutral terms for certain positions, offering sex-neutral changing rooms and showers and fostering a workplace culture that does not assume women are more likely to provide family care than men.

Workplace discrimination is unfortunately pervasive in private industry as well, and California also has its own set of laws prohibiting certain types. Employees who feel that they have been unfairly targeted by this type of behavior may want to meet with an attorney to learn what steps can be taken to seek redress.

Source: National Law Review, "Final Gender Discrimination Rule for Federal Contractors Issued," Paul Evans, June 21, 2016

No Comments

Leave a comment
Comment Information

Contact Avila & Shaddow

We offer an initial consultation at no charge. Please call our office at 818-676-9658 or 866-450-4LAW. You may also contact our attorneys via email using the form below.

Bold labels are required.

Contact Information

The use of the Internet or this form for communication with the firm or any individual member of the firm does not establish an attorney-client relationship. Confidential or time-sensitive information should not be sent through this form.


Privacy Policy

Email Us For A Response

Avila & Shaddow Attorneys at Law

Southern California
21800 Oxnard Street
Suite 1180 - Penthouse
Woodland Hills, CA 91367

Phone: 818-676-9658
Fax: 818-337-7265
Map & Directions

  • LACBA Los Angels Country Bar Association
  • Rated By Super Lawyers Mark S. Avila
  • California Employment Lawyers Association
  • Avvo Ratings Excellent Top Attorney Employment Law
  • Consumer Attorneys Association Of Los Angels Sustaining Member
  • AV Preeminent Peer Rated for Highest Level of Professional Excellence