Updated Affirmative Action in Employment Thresholds

Porter Wright Morris & Arthur LLP, Lexology

Federal Acquisition Regulatory Council (FAR) has updated the jurisdictional thresholds for coverage under affirmative action laws for federal contractors and subcontractors. The regulations have not been amended, but an inflationary adjustment statute applicable to the Section 503 of the Rehabilitation Act of 1973 (Section 503) and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) regulations allows the FAR to adjust the jurisdictional thresholds periodically for inflation. The Section 503 basic coverage threshold was increased from $10,000 to $15,000, and the VEVRAA basic coverage threshold was increased from $100,000 to $150,000. This could result in some contractors and subcontractors no longer being covered by affirmative action laws; however, the thresholds remain so low that it is unlikely to affect many contractors.

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Related content:

• Federal Contractors and Subcontractors Top 10 Affirmative Action Checklist (SmithAmundsen LLC)

Employment & labor law in the United States

Ogletree Deakins, Lexology

Which issues would you most highlight to someone new to your country?

The United States has legislated to protect a wide variety of different groups against employment discrimination.

What do you consider unique to those doing business in your country?

With certain limited exceptions, most employment in the United States is on an at-will basis, meaning that the employer or the employee can terminate the working relationship at any time, as long as the reasons are lawful.

Read the story here.

Related content: in Lexology

• Employment & Labor in California - Lexology Navigator Q&A
• Employment & Labor in Georgia
• Employment & Labor in Louisiana

New year's resolutions: what employers need to know - and not do - in the new year

Lexology.com
Ward and Smith PA
Jeremy R. Sayre
USA
January 1 2011
All too often, employment laws are not consistent with what many people believe to be common sense. The vast majority of employers mean well and try to do the right thing. However, as the saying goes, "the road to hell is paved with good intentions." Simply stated – it is hard to do the right thing if you don't understand what the law requires. With that in mind, the new year is a good time for employers to be reminded of some of the common mistakes that well-intending employers make. Resolve to think twice if you hear yourself, or your managers, making any one of the following statements:

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