President Trump’s actions during his first days in office confirm our prediction that his victory will bring changes in executive actions impacting employees and employers. Indeed, on his first full day President Trump signed a presidential memorandum that put a freeze on hiring at many federal agencies.
It remains to be seen whether President Trump will revoke any of the executive orders issued by President Obama relating to obligations of federal sub/contractors. For example, the Fair Pay and Safe Workplaces Executive Order 13673 requires certain federal sub/contractors to comply with paycheck rules for federal contracts entered into after January 1, 2017.
The Andrews Kurth Kenyon Labor and Employment team will continue to monitor actions taken by the Trump administration, and will be updating readers about changes relating to federal sub/contractor requirements in the coming months. We will be paying particularly close attention to: (1) Executive Order 13673 (mentioned above); (2) Executive Order 13672 (adding LGBT protections to Executive Order 11246); (3) Executive Order 13706 (establishing paid sick leave requirements for employees of federal sub/contractors); and (4) the new EEO-1 compensation reporting requirements. Unless these directives are rescinded, federal sub/contractors with covered contracts should continue to comply with the current requirements.