Repost: World Trade Center contractor charged in multimillion-dollar fraud

DCM Erectors Inc, a contractor of the World Trade Center project in New York City, has been charged with creating fake documentation to appear in compliance with MBE and WBE requirements for construction. A recent Reuters article written by Joseph Ax states:

"In one instance, [DCM Erectors CEO] Davis arranged for at least $2 million in compensation for Johnny Garcia, the owner of minority-owned Solera Construction, the government said. 

Davis claimed a joint venture between Solera and DCM did about $70 million of work when, in fact, DCM did the work itself or hired a non-minority subcontractor, prosecutors said." (Ax, 31 July 2014)

The nearly $1 billion construction job, which includes the US's tallest tower at the site of the September 11th attacks, falls under the New York and New Jersey's Port Authority Regulations regarding the allocation of construction contracts to MBE and WBE companies.

Visit http://www.reuters.com/ to read the full Reuters article.

Finishing the Job: Best Practices for a Diverse Workforce in the Construction Industry

PGTI is pleased to release Finishing the Job: Best Practices for a Diverse Workforce in the Construction Industry. We look forward to improving this document through thoughtful discussion. You can leave your feedback in the comments section below. Select "Name/URL" in the drop-down menu to comment without creating a Google or Blogger account.

Download a PDF of this manual.
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America's Labor Leaders to Release Major Study on The Associated Builders and Contractors

WHAT: The Building and Construction Trades Department (BCTD), joined by the AFL-CIO and LIUNA, will release the findings of a first-ever state-by-state comparative analysis of the Associated Builders and Contractors trade association, better known as ABC, and its affiliate organizations. The findings expose ABC's data manipulation and an aggressive disinformation campaign designed to confuse elected officials, the public and the press into supporting policies that produce fewer jobs, lower wages, and minimal workforce training, which have had a detrimental effect on workers, their communities and the US construction industry as a whole.

The report, written by Dr. Thomas J. Kriger, analyzes ABC from a number of different perspectives, including its origins, its membership and density among contractors in the American construction industry, its finances, its formal apprenticeship and craft training programs (along with its affiliate, the National Center for Construction Education and Research, NCCER), and ABC's more recent electronic, ideological issues advocacy.

The findings of the report, "Driving the Low Road in the Construction Industry: An Analysis of Associated Builders and Contractors (ABC)," will be released at a teleprint conference call.

CLICK HERE TO READ THE REPORT

Feds: $56M settlement with NYC construction firm

By LARRY NEUMEISTER

NEW YORK

A construction company whose projects included the stadium where the New York Mets play and the Sept. 11 Memorial agreed to pay up to $56 million in penalties and restitution after admitting a decade-long fraud that included routinely overcharging customers and ignoring minority hiring mandates, authorities announced Tuesday.

A deferred prosecution agreement in U.S. District Court in Brooklyn described the penalty and restitution to be paid by Lend Lease U.S. Construction, a division of an international construction company that employed more than 1,000 workers during the 10-year stretch from 1999 through 2009.

FBI Assistant Director-in-Charge Janice K. Fedarcyk said the deal capped a three-year investigation "into a systemic pattern of audacious fraud by one of the world's largest construction firms."

U.S. Attorney Loretta E. Lynch said the company "deceived their customers and stole taxpayer dollars" while abusing a program designed to benefit and train minority contractors.

"The defense of `everyone does it' will not be a shield against law enforcement," she said.

In court papers, prosecutors described how the company routinely overbilled clients including federal, state and local government contracting agencies. The government said James Abadie, who formerly led the company's New York office, pleaded guilty Tuesday to conspiring to commit mail and wire fraud for overbilling Bovis' clients for more than a decade. Abadie, 55, faces up to 20 years in prison.

The company regularly added up to two hours of unworked overtime to timesheets for labor foremen and charged customers for weeks when foremen were on vacation or out sick, court papers said.

The government said the company also duped the states of New York and New Jersey into believing it had complied with programs designed to boost the participation of small construction companies and companies owned by women or minorities on public construction projects when it had not.

Although New Jersey eliminated its minority and women-owned portion of its program in 2003, obligations incorporated into contracts for public construction projects remained intact, court papers said.

As an example of how minority hiring requirements were dodged, prosecutors described an instance in which Lend Lease U.S. Construction falsely claimed that a company certified as a minority hiring unit would perform 100 percent of the general contract work on construction at the Bronx Criminal Courthouse.

In reality, Lend Lease U.S. Construction performed most of the work itself by directly managing the union, the government said. It said the company placed many of its long-term union employees on the minority-hiring compliant company's payroll, hired other workers and relegated the smaller company's role to providing paychecks for work performed by or at the direction of Lend Lease U.S. Construction employees.

In a statement, the company said it has fully and extensively cooperated in the probe since 2009.

"We accept responsibility for what happened in the past and have agreed to continue to make restitution to the affected clients," said Robert McNamara, chief executive officer of Lend Lease Americas region.

The company was formerly known as Bovis Lend Lease LMB Inc. or Bovis. It was still known as Bovis when a fatal fire occurred during its demolition of the former Deutsche Bank building in lower Manhattan.

Other projects on which it worked included the federal courthouse in Brooklyn, the U.S. Post Office and U.S. Bankruptcy Court in Brooklyn, Grand Central Terminal in Manhattan and various schools in New Jersey's Abbott Districts, where authorities say the company also acted fraudulently to avoid complying with minority hiring laws.

The deferred prosecution agreement spares the company from three counts of conspiracy to commit mail and wire fraud if it carries out its promises over the next two years.

The company has pledged to pay the $40.5 million penalty, along with restitution of more than $15 million to victims of the overbilling scheme and to comply in the future with all federal and state criminal laws. It has already paid the city of New York $5 million, $4 million of which is credited against the $40.5 million penalty.

The company also acknowledged in the deal that it has fired or forced resignations of officers and employees responsible for the misdeeds and reduced the responsibilities of others involved in the misconduct.

The government said it permitted the company to avoid criminal prosecution because of its extensive cooperation, its acceptance of responsibility, remedial actions it took voluntarily and its assurances that it will be a model of integrity in the construction industry in New York.

Retrieved from: http://www.businessweek.com/ap/2012-04/D9UBFV4G2.htm

City wrestles with policing its jobs policy

By 

Melissa Tabeek, Special to the Reporter
Mar. 1, 2012

Most companies that win contracts for publicly funded building projects in Boston continue to fall well short of city-mandated minimum-hiring thresholds, according to a Reporter analysis of city reports. The Boston Residents Job Policy (BRJP), a city ordinance, is aimed at ensuring diversity – of Boston residents, minority groups, and females – in work being done with public money.

The policy sets out specific targets: City-hired contractors are directed to make sure that, at minimum, 50 percent of all workers on a job site are Boston residents, 25 percent are minority citizens, and 10 percent are female.

The policy – in place since the 1980s— gives contractors a goal to meet when they are composing their workforce, but over the years, city officials have been careful to avoid using it as a cudgel to force companies to meet the exact minimums laid out in the policy.

But, there are repercussions for companies that do not make a make a “good-faith effort” to try,
In a story last week, the Reporter revealed that a New Hampshire-based contractor — Sunshine Paving— has been under more intense scrutiny from city officials for their dismal hiring record to date as they oversee the reconstruction of Cronin-Wainwright Park. (The park has recently been re-named in honor of Rev. Dr. William Loesch.)

Sunshine Paving first caught the attention of the Boston Resident Jobs Policy Office when the contractor Sunshine Paving didn’t submit their payroll as required under the policy, according to Brooke Woodson, who oversees enforcement of the policy for the Menino administration.

When it became clear to Woodson that Sunshine Paving was not making a “best faith effort” to meet target hiring numbers, he took action, withholding three lump payments totaling $355,000 for work done at the park over the last few months.

Work at the park— nestled between Codman Square and St. Mark’s Area— has come to a halt as the company and city officials work out a solution to the hiring problem.

Woodson said his office uses more than just numbers to determine if there has been a real effort made by the contractor to diversify their work force.

“Some of the questions we ask are: are they submitting their paperwork and payroll on time? What are the trades they’re utilizing? Is there outreach in the community? Is there outreach to the city’s job bank?” said Woodson.

Before construction begins on a project, there is a pre-construction meeting held with contractors and representatives from the Boston Redevelopment Authority or the BRJP Office, depending on the project. This is when contractors are informed of the Job Policy and asked to sign a contract agreeing to make a best faith effort to meet the numbers in the ordinance.

When contractors do not make a good faith effort, Woodson said, they will be called in for a “corrective action meeting” to discuss how the contractor can meet their goals. Woodson’s office has the authority to withhold payments, sanction suspension payments, terminate a contract, recover the contract award price as liquated damages and deny right to participate in future projects for up to three years.

“Actions like these [sanctions and withholding payments] usually gets their attention and they usually change their behavior,” said Woodson.

Payment suspensions —like the one now in place at Cronin-Wainwright Park— is relatively rare, but it has happened before. When Turner Construction and Gilbane —two construction firms— have not met their numbers in the past, Woodson said they worked out a settlement in which the companies made donations to two groups working to support job creation and training in Boston: Madison Park Vocational High School and Youth Building Boston, a non-profit organization.

The complexities of enforcing the Jobs Policy are more readily available now, in part, because the hiring statistics are posted online at the BRA website. The Boston City Council in 2010 passed an amendment to the original Jobs Policy ordinance requiring the Boston Employment Commission (BEC) — a liaison committee established to work with the BRJP Office to monitor compliance — and the BRA to make information available online.

According to statistics reviewed by the Reporter on the BRA’s website, from 2009 to 2011, the number of Boston residents hired for publicly-funded jobs decreased to 32.3 percent from 36.9 percent. Minority hiring dropped as well, decreasing to 29.9 percent from 41.4 percent. Female numbers made a small gain, increasing to 3.8 percent from 3.3 percent.

The BRA also tracks and posts statistics on hiring for private construction jobs in the city in a separate database. According to a Reporter analysis of these figures, there have been small gains in privately-funded projects happening from 2009 to 2011. Resident numbers increased to 31.5 percent from 29.8 percent in that time frame, while the number of minorities increased to 33.8 percent from 28.9 percent. Female hiring increased slightly also, to 4.7 percent from 4.2 percent.

Woodson says one has to take into effect the market when looking at these numbers.

“The market fluctuates like anything else…A lot of the factors are outside of the city’s control, year to year and month to month,” said Woodson, who added that people moving out of the city for the suburbs may have something to do with the decrease in numbers.

State Rep. Martin Walsh, who also serves as secretary-treasurer of the Boston Building Trades Council, agrees with Woodson’s assessment. Walsh explained that the drop in compliance can be attributed to a rough economy.

“[2009 to 2011] was a very bad time for jobs…When there is more work around, the numbers are more accurate,” said Walsh.

He added that when there is a lack of work, companies are more likely to keep their core work force, rather than adding new employees.

“The city is doing a great job with enforcement,” Walsh said. “In the last year or so, they have really picked up on it. [The BRJP] is one of the prerequisites to work in the city. That’s not a lot to ask for of a company when they’re working here, making their money here. They should be held to a standard.”

Lewis Finfer, executive director of the Massachusetts Action League, said Boston Job Policy is widely viewed as one of the stronger ordinances nationally. Los Angeles, which just adopted a Construction Careers and Project Stabilization Policy in 2008, aims to have 30 percent of total work hours be local and community area workers, with 10 percent disadvantaged workers.

City Councillor Charles Yancey is not satisfied, however, and wants to see better compliance figures.
“I don’t think [the numbers] are reasonable. I think they should be higher, particularly for women and people of color,” he said.

Walsh believes that new and upcoming projects will not only create job opportunities for the people working in the city of Boston, but in six months, will provide a good benchmark for better evaluating compliance of contractors with the BRJP.

“There’s a lot of work in Boston that is coming down the road in 6 months. There are 10 to 12 jobs starting that will get those numbers up,” said Walsh. “We’ll be able to get people off the bench because companies will need to hire outside their workforce.”

Walsh points to pre-apprenticeship programs such as Building Pathways — a partnership between the Boston Housing Authority, The Construction Institute, and the building trades —that are a step in the right direction to get new people in the workforce.

 Last year Building Pathways had a class of 14, all of whom found jobs. Looking forward, Walsh hopes this year’s class of 16 will do the same, and the program will continue to grow.

 “We’ve had a 100 percent placement rating in the unions,” said Walsh.

Retrieved from: http://www.dotnews.com/2012/city-wrestles-policing-its-jobs-policy

Selection of Noteworthy Items from Live Q&A Session with OFCCP on 7/12/2011

Selection of Noteworthy Items from Live Q&A Session with OFCCP

Online Discussion with OFCCP Director Pat Shui on Tuesday, July 12, 1 p.m. EDT

Full transcript found at: http://www.dol.gov/regulations/chat-ofccp-static-201107.htm

OFCCP's Agenda

1:00 Patricia A. Shiu: Good afternoon. My name is Patricia Shiu and I am the Director of the Office of Federal Contract Compliance Programs, also known as OFCCP. It is a pleasure for me to join you for the next hour and respond to your questions about our 2011 semi-annual regulatory agenda. At OFCCP, we are mandated to ensure that workers who are employed by or seek employment with federal contractors and subcontractors are not subjected to discrimination, including harassment, retaliation or termination because of sex, race, color, national origin, religion, disability or status as a protected veteran. Being a federal contractor is a privilege, not a right, and with that privilege comes a legal obligation to comply with affirmative action requirements and anti-discrimination laws.

Currently, we are engaged in several efforts to strengthen and update our regulations, bringing them in line with current law and adjusting to the realities of a modern labor force. Those efforts are articulated in the U.S. Department of Labor's 2011 Semi-Annual Regulatory Agenda, which was published last Thursday. This publication reflects Secretary of Labor Hilda Solis's vision of Good Jobs for Everyone in workplaces that are safe, fair, equitable and free of discrimination.

OFCCP's five entries in the DOL's new regulatory agenda seek to improve employment opportunities for veterans, for people with disabilities and for women and minorities in the construction trades. We are also moving forward with plans to develop a compensation data tool that will improve our ability to combat pay discrimination. Finally, we will be seeking public comment regarding our proposed revisions to guidelines on sex discrimination.

Your input, comments and feedback are critical to shaping these regulations. For the next hour, I will try to answer as many of your questions as possible. Please note, however, that formal comments for the record must be submitted in writing either by mail or at www.regulations.gov when a proposed rule is open for public comment.

Public comments on all NPRM can be found at regulations.gov.

What are the proposed revisions to guidelines on sex discrimination?

Partial answers:

1:21 Comment From Beth Scott: When do you expect to release the proposed revisions to the guidelines on sex discrimination?

1:21 Patricia A. Shiu, OFCCP Director: Beth, thanks for asking, the NPRM is scheduled to be published in February 2012.

…………………

1:24 Comment From Nita Beecher: Is OFCCP planning any substative changes to the sex discrimination guidelines beyond changes in the law such as the one mentioned by you Pat?

1:25 Patricia A. Shiu, OFCCP Director: Nita, at this time, our efforts to update the guidelines are focused on stating clearly the existing principles applicable to a contractor's obligation not to discriminate in their employment policies and practices because of sex, and to formally align contractors' obligations regarding sex discrimination.

…………………

1:35 Comment From Brian Rousseve: Right now the Sex Discrimination Guidelines at 41 CFR Part 60-20 are pretty general, and a section addressing compliance with those guidelines is no longer a required element of a Federal contractor's E.O. 11246 AAP for Women and Minorities. Is the plan to "beef up" the Sex Discrimination Guidelines so that they are more akin in their scope to 41 CFR Parts 60-300 & 60-741?

1:35 Comment From Brian Rousseve: Is the plan to "beef up" the Sex Discrimination Guidelines at 41 CFR Part 60-20 so that they are more akin to 41 CFR Parts 60-300 & 60-741?

1:35 Patricia A. Shiu, OFCCP Director: Brian, at this time, our efforts to update the guidelines are focused on stating clearly the existing principles applicable to a contractor's obligation not to discriminate in their employment policies and practices because of sex, and to formally align contractors' obligations regarding sex discrimination.

……………………….

What size contractors is OFCCP auditing?

1:22 Comment From BCG Institute: Is OFCCP actively auditing establishments with fewer than 50 employees onsite?

1:22 Patricia A. Shiu, OFCCP Director: Thanks for your question. The answer is, No, OFCCP is not actively auditing establishments with fewer than 50 employees. OFCCP will investigate complaints against contractors of any size.

When is OFCCP doing these things?

1:45 Comment From Fred: Will the proposed scheduling letter update follow OIRA protocol (http://www.reginfo.gov/public/jsp/Utilities/faq.jsp), which includes a second public comment period of 30 days before final approval? If so, will OFCCP seek an emergency extension for the current scheduling letter, which expires 9/30/2011?

1:45 Patricia A. Shiu, OFCCP Director: Fred, yes, we are following the OIRA protocol and will provide an opportunity for a second round of comments on the proposed updates to the scheduling letter. We do not anticipate that an emergency extension will be needed.

Interpretation: The notice for the second round of comments will likely come out 8/31/11 – which will give 30 days to respond before needing to extend the current scheduling letter.

…………………

1:27 Comment From Guest: When will the updated OFCCP Compliance Manual be released?

1:27 Patricia A. Shiu, OFCCP Director: Guest, the FCCM will be published sometime this fall.

OFCCP has an MOU with the Federal Highway Administration

1:29 Comment From William Kerney: What efforts is USDOL/OFCCP making to avoid duplication of efforts in reviewing highway construction contractors for compliance with EO/EEO?

1:29 Patricia A. Shiu, OFCCP Director: William, OFCCP has an MOU with the Federal Highway Administration. Our field offices coordinate with the FHWA on construction reviews in order to eliminate duplication of efforts.

How long does an audit typically take?

1:32 Comment From Molly Kurt: Once OFCCP receives a contractor's complete submissions in response to a scheduling letter, how long do you expect that OFCCP will take to close the audit, in the absence of any finding of discrimination in hiring or compensation? Thank you.

1:32 Patricia A. Shiu, OFCCP Director: Molly, thank you for the question. If there are no technical violations as well as no discrimination findings, an audit is generally expected to be completed within 90 days. Sometime when cases are more complex, it can take longer.

ARRA funds for conducting investigations ran out Sept, 2010

1:33 Comment From Ramsey Jones: When do you think ARRA funds will run out?

1:33 Patricia A. Shiu, OFCCP Director: Thank you for your question. ARRA funds for conducting compliance evaluation ended on September 30, 2010. OFCCP is currently completing its reviews of contactors that were scheduled prior to that date.

Active Case Enforcement vs. Active Case Management

1:34 Patricia A. Shiu, OFCCP Director: There are several major differences between Active Case Enforcement (ACE) and Active Case Management (ACM). Under ACE, OFCCP is using all of the compliance evaluation investigative methodologies specified in the regulations (i.e., compliance review, offsite review of records, compliance check and focused review), whereas under ACM, only the compliance review method was used. Under ACM, a full desk audit was only conducted where there were indicators of discrimination or in every 50th review. ACE procedures require a full desk audit in every compliance evaluation. Additionally, ACM procedures focused on identifying cases where there were 10 or more affected class members, whereas ACE does not have a minimum affected class member threshold.

Complaint-driven process:

1:39 Comment From Ariane Hegewisch: What efforts is the OFCCP making so that workers know that their employers are federal contractors, and where they may complain if they think their employer is discriminating? What is the balance between audit investigations and complaints initiated investigations?

1:39 Patricia A. Shiu, OFCCP Director: Thanks for your question, Ariane. In just the first half of the current fiscal year, OFCCP conducted nearly 1,000 outreach events, reaching almost 26,000 stakeholders, including workers, community-based organizations, civil rights groups, employers, human resources professionals, attorneys, consultants, labor unions, veterans' service organizations and more. We will continue to participate in these activities. Notices of meetings and events can be found on our website http://www.dol.gov/ofccp. Unfortunately, there is no comprehensive list of all federal contractors; however, when a complaint is received at either EEOC or OFCCP, our investigators will determine whether or not the employer is a federal contractor. One thing we do know is that investigations based on individual complaints are twice as likely to result in a finding of violation than those we conduct based on our neutral scheduling process. Finally, OFCCP is hoping that our worker outreach education efforts will, indeed, result in more individual complaints.

Will OFCCP consider Title VII violations?

1:45 Comment From Stephanie R. Thomas: You've referenced analysis methodologies consistent with Title VII principles in this webchat, and also in previous chats. What is the Agency's position on the use of non-statistical tools for analysis? Are there non-statistical tools that are consistent with Title VII principles?

1:45 Patricia A. Shiu, OFCCP Director: Thanks for your question. Yes there are non-statistical tools that are consistent with Title VII principles. OFCCP will also consider anecdotal evidence, evidence of individual instances of discrimination and any other evidence that is relevant to the question of whether there is unlawful discrimination.

Is OFCCP interested in increased dialoge with labor?

1:47 Comment From Sarah V.: Has any thought been given to developing deeper relationships with unions and their apprenticeship programs, to increase the possibility that union referral programs will consider an employer's obligations regarding affirmative action and good faith efforts in referring its members?

1:47 Patricia A. Shiu, OFCCP Director: Sarah, that's a great question. In just the first half of the current fiscal year, OFCCP conducted nearly 1,000 outreach events, reaching almost 26,000 stakeholders, including workers, community-based organizations, civil rights groups, employers, human resources professionals, attorneys, consultants, labor unions, veterans' service organizations and more. Given our proposed regulations on construction, we are spending a significant amount of time meeting with our colleagues in the union movement. In fact, I spoke at the building and construction trades conference in California on April 30, and the DOL hosted an apprenticeship fair on the National Mall here in D.C. last month. We are always looking for opportunities to strengthen our relationships with our brothers and sisters in the house of labor. If you have suggestions, please feel free to contact my special assistant at Mehta.parag@dol.gov. Thanks

Some Definitions

1:47 Comment From Guest: Can you explain to some of us what is the "Scheduling Letter"?

1:47 Patricia A. Shiu, OFCCP Director: Guest, the scheduling letter is a notification that a federal contractor has been selected for compliance evaluation.

1:48 Comment From Heather: What is the FCCM?

1:48 Patricia A. Shiu, OFCCP Director: Good question. The FCCM stands for the Federal Contractor Compliance Manual and serves as a "how to" guide for OFCCP's compliance officers. The Manual should reasonably ensure quality and consistency by creating uniformity in investigative procedures nationwide and providing transparency as to how we conduct compliance evaluations and complaint investigations.

1:57 Comment From Guest: What is a FAAP?

1:57 Patricia A. Shiu, OFCCP Director: A FAAP is a Functional Affirmative Action Program.

Are Federally assisted jobs covered?

1:50 Comment From Guest: I read the the regulations regarding VEVRAA and Section 503 to exclude employers working on federally assisted contracts, regardless of dollar value. Do you agree?

1:50 Patricia A. Shiu, OFCCP Director: Guest, you are correct. The regulations implementing VEVRAA and Section 503 do not apply to contractors that have only federally assisted contracts, and only Executive Order 11246 applies to federally assisted construction contracts.

How do they identify whether OFCCP has jurisdiction over a contractor?

1:51 Comment From Matt: If there is no comprehensive list of all federal contractors as you stated, what process or resources does OFCCP use to determine whether an employer to an individual complaint is a federal contractor?

1:51 Patricia A. Shiu, OFCCP Director: Thank you for your question. OFCCP uses several databases to determine whether an employer is a federal contractor. Examples include Central Contractor Registration (CCR), Federal Procurement Data System-New Generation (FPDS-NG), EEO-1 Surveys, and Dun & Bradstreet. CCR captures registration information of all federal contractors. FPDS-NG captures all transactions of federal contracts. We receive EEO-1 reports from the U.S. Equal Employment Opportunity Commission for all businesses that self-report as federal contractors. Finally, Dun & Bradstreet captures name, address, family tree, and DUNS numbers for all facilities and subsidiaries of a business.

…………………

1:58 Comment From Jolene: The OMB has a database of federal contractors (USAspending.gov). Does the OFCCP plan to collaborate with them to leverage and access the use of this database?

1:58 Patricia A. Shiu, OFCCP Director: Hey, Jolene. USAspending.gov gets its data from the Federal Procurement Data System-next generation database. OFCCP already uses the FPDS database to put together our scheduling list for compliance audits.

Results?

1:57 Comment From guest: Hi Pat, do you have any data on how you ofccp is doing relative to last year? More?

1:57 Patricia A. Shiu, OFCCP Director: Guest, in the first six months of Fiscal Year 2011, OFCCP has completed 44 financial conciliation agreements that include $5.66 million and 657 job offers for 8,090 victims. This compares favorably to the same period last year when we had completed 35 financial CAs totaling $2.77 million and 582 job-offers for 3,157 victims. This represents a 25 percent increase in CAs, more than double the financial remedies and, most importantly, an increase in job opportunities for workers who faced discrimination.

If underrepresented, what is required?

2:00 Comment From Sue: Does OFCCP require that more minorities be hired when there is under utilization or only that greater targeted recruitment efforts be made to attract the underutilized minority group?

2:00 Patricia A. Shiu, OFCCP Director: Sue, in the event of underutilization OFCCP requires contractors to undertake enhanced targeted recruitment efforts.

To be added to their mailing list for future web-chats

If you would like to be added to our mailing list, you may sign up for alerts on our web site at www.dol.gov/ofccp. You can also contact us directly through our hotline at (800) 397-6251 or by sending an e-mail to OFCCP-Public@dol.gov.