The Labor Department yesterday (June 15, 2016) published detailed guidance to help federal contractors comply with an executive order that prohibits companies from discriminating against LGBT employees.
The final rule updates existing anti-discriminatory guidelines already on the books to include sexual orientation and gender identity and explains contractors’ obligations and potential costs related to implementing the amended Executive Order 11246, which President Obama issued in July 2014. The original E.O., issued by President Lyndon B. Johnson in the 1960s, prohibited federal contractors from discriminating against any employee or applicant for employment because of race, color, religion, sex or national origin. Obama updated it to include the language related to LGBT employees and applicants, and added protections against retaliation for employees who openly discuss or disclose compensation.
The E.O. applies to federal contractors and subcontractors who do more than $10,000 in business with the government in one year.