If you are a government contractor that operates on a calendar-year basis (January 1 to December 31), don’t forget to review and update your affirmative action plan (AAP).
The U.S. Secretary of Labor has announced that the new minimum wage applicable to most employees of Federal government contractors is $10.15. The new minimum wage rate becomes effective on January 1, 2016.
Just in case you don’t think the U.S. Department of Labor is serious about going after misclassification of workers :
On September 11, 2015, the Office of Federal Contract Compliance Programs (OFCCP) issued a final rule that prevents government contractors from having pay secrecy or confidentiality policies. Specifically, the rule prohibits discharging or otherwise discriminating against an employee or applicant because the employee or applicant inquired about, discussed, or disclosed the compensation of the employee or any other employee. But the rule allows contractors to require human resources personnel (who have access to employee compensation information as part of their job responsibilities) to keep such compensation information confidential.
On August 26, 2015, the U.S. Department of Defense (DoD) issued an interim rule that affects almost all government contractors. The interim rule requires government contractors to report “cyber incidents” that result in real or actual adverse effects on contractor information systems. The rule went into effect immediately.