Workplace environment factors affecting employee performance: key factors determining employee motivation and workplace productivity.

U.S. DEPARTMENT OF LABOR 200 Constitution Ave NW Washington, DC 20210 1-866-4-USA-DOL 1-866-487-2365 www.dol.gov

U.S. Department of Labor Releases Updates To the Functional Affirmative Action Program

U.S. Department of Labor Releases Updates To the Functional Affirmative Action Program

WASHINGTON, DC The U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) today released an opinion letter and FAQs to further the Department’s efforts to increase the transparency and effectiveness of compliance assistance to help contractors meet their responsibilities for equal employment opportunity.

OFCCP’s latest FAQs cover the Functional Affirmative Action Program (FAAP) recently reauthorized by the Office of Management and Budget, and an accompanying revised directive regarding FAAPs.  These FAQs provide further clarity on definitions related to FAAPs, as well as the application and maintenance of FAAP agreements. The Agency also issued an opinion letter clarifying whether recipients of revenue disbursed from the Federal Communications Commission’s Universal Service Fund (USF) are federal contractors.

“The changes to the June 20, 2019, directive improve the application process for Functional Affirmative Action Program agreements and ease burdens associated with maintaining agreements. Contractors should review their business models and consider FAAPs as an alternative to the establishment-based affirmative action program structure. The Office of Federal Contract Compliance Programs is also pleased to issue its third opinion letter, continuing its commitment to providing more guidance and certainty to the stakeholder community,” said Office of Federal Contract Compliance Programs Director Craig E. Leen.

OFCCP is a civil rights agency in the U.S. Department of Labor. It enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. Collectively, these laws prohibit federal contractors and subcontractors from discriminating on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. Additionally, contractors must act affirmatively to ensure equal employment opportunity in their employment processes, and they must not discriminate against applicants or employees because they inquire about, discuss, or disclose their compensation or that of others, subject to certain limitations. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp/.

Agency: Office of Federal Contract Compliance Programs
Date: July 31, 2019
Release Number: 19-1412-NAT

Contact: Simone Walter
Phone Number: 202-693-4664
Email: walter.simone.r@dol.gov

U.S. Department of Labor

U.S. Department of Labor Clarifies When Interns Working at For-Profit Employers Are Subject to the Fair Labor Standards Act

U.S. Department of Labor Clarifies When Interns Working at For-Profit Employers Are Subject to the Fair Labor Standards Act

WASHINGTON, DC – On Dec. 19, 2017, the U.S. Court of Appeals for the Ninth Circuit became the fourth federal appellate court to expressly reject the U.S. Department of Labor’s six-part test for determining whether interns and students are employees under the Fair Labor Standards Act (FLSA).

The Department of Labor today clarified that going forward, the Department will conform to these appellate court rulings by using the same “primary beneficiary” test that these courts use to determine whether interns are employees under the FLSA. The Wage and Hour Division will update its enforcement policies to align with recent case law, eliminate unnecessary confusion among the regulated community, and provide the Division’s investigators with increased flexibility to holistically analyze internships on a case-by-case basis.

Release Number:
18-0043-NAT

Your Office Design Can Help Kindle Employee Creativity.

BUILT FOR CREATIVITY

Your office design can help kindle employee creativity.

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Employees are more creative (and less stressed) when they can look up and see trees and natural light.Go Natural
Employees are more creative (and less stressed) when they can look up and see trees and natural light. If everyone doesn’t have a window give people a plant for their desk.
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Office Design LayoutOffice Space
The ideal office layout is one where employees have quite places to think, but they’re still forced to mingle with-and bounce ideas off of-their coworkers.
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Office Design LayoutRaise The Roof
If you want to promote blue sky thinking, you should increase employee headroom at the office. Studies suggest that higher ceilings in the workplace encourage abstract, conceptual thinking.