The government purchases most of its goods and services through contracts. The Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) enforces the DOL’s contractor laws. It holds those who do business with the federal government (contractors and subcontractors) responsible for complying with the legal requirements to take affirmative action and not discriminate on the basis of protected classes.

Recipients of government contracts, grants, or financial aid are subject to wage, hour, benefits, and safety and health standards under laws such as:

• The Davis-Bacon and Related Acts,
• The McNamara-O-Hara Service Contract Act,
• The Walsh-Healey Public Contracts Act,
• The Contract Work Hours and Safety Standards Act,
• The Copeland Anti-Kickback Act, and

The government purchases most of its goods and services through contracts. If a company accepts a government contract valued at a certain amount, it will need to abide by specific laws.

Recipients of government contracts, grants, or financial aid are subject to wage, hour, benefits, and safety and health standards under the following acts:

• Davis-Bacon and Related Acts,
• McNamara-O’Hara Service Contract Act,
• Walsh-Healey Public Contracts Act,
• Contract Work Hours and Safety Standards Act, and
• Copeland Anti-Kickback Act.

Other laws cover polygraph protection, affirmative action, and drug-free workplaces.

Federal contractors are to post the EEO poster, which provides information concerning the laws and procedures for filing complaints of violations of the laws with the Office of Federal Contract Compliance Programs (OFCCP).

Federal contractors are required to post the Pay Transparency Nondiscrimination Provision and include it in employee handbooks and manuals. Contractors must place the Pay Transparency Nondiscrimination Provision somewhere that it is conspicuously available to all applicants and employees. Contractors can post this provision either physically on the premises or electronically.