As we all know by now, the coronavirus pandemic has had a major impact on the traditional workplace, with many employees who did not previously telework now working remotely. In fact, all indications are that this trend might continue in some instances even after stay-at-home orders are eventually lifted by state and local governments.

For federal contractors subject to the requirements enforced by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), this has raised some questions about how they should account for workers who have or will become telework employees in meeting the company’s compliance obligations.

We are therefore pleased to present this guide on how federal contractors should account for remote or telework employees in their OFCCP affirmative action programs (AAPs) in compliance with OFCCP requirements. Our guide is specifically designed to complement the relevant online FAQs posted by OFCCP.

Members of the Center for Workplace Compliance (CWC) can read more here.