Program Details
2026-10-21 12:00:00
Over 1,000+ webinars
Course Overview
2026-10-21 12:00:00
2h CLE Credits
Intermediate
2
12:00 pm - 1:00 pm ESTThe August 21, 2026 final rules issued by the Office of Federal Contract Compliance Programs (OFCCP) have fundamentally dismantled the affirmative action framework that federal contractors have operated under for decades, eliminating long-standing obligations under Executive Order 11246 and significantly restructuring requirements under Section 503 of the Rehabilitation Act, while leaving contractors scrambling to determine what survives, what must be removed, and by when. Part 1 of this series will cover the changes to the rescission of EO 11246 and changes to sex and race/ethnicity obligations, particularly in view of the new Executive Orders concerning DEI by federal contractors. In addition, companies doing business with state and local agencies may face significant Equal Employment Opportunity (EEO) and Affirmative Action obligations—particularly in jurisdictions like Minnesota, California, and Illinois. At the same time, federal agencies are beginning to implement Executive Order 14173 certification requirements addressing Diversity, Equity, and Inclusion (DEI) programs and compliance with federal antidiscrimination laws. This creates tension for companies that contract with or receive funding from both state and federal entities, especially where certification language may appear to conflict. With the Department of Justice signaling potential False Claims Act enforcement tied to EO 14173 certifications, the risk is increasingly tangible. This session will examine current state contractor requirements, highlight emerging federal certification frameworks, and offer practical guidance for companies navigating these increasingly complex obligations at both levels.
Lisa B. MarshScott M. Pechaitis 1:10 pm - 2:10 pm ESTNow, Part 2 of this series will focus on the changes to obligations under Section 503 of the Rehabilitation Act for Individuals with Disabilities. This will include changes to the rules concerning disability data collection and the analytic components of affirmative action plans, and provide practical guidance on how contractors can continue to meet their obligations under Section 503 while maintaining compliance with the Americans with Disabilities Act (ADA) as well.
Lisa B. MarshScott M. PechaitisLisa B. Marsh drafts and defends affirmative action plans covering veterans and individuals with disabilities, and counsels employers on OFCCP regulations and OFCCP defense. She represents management exclusively in all areas of employment law, with a practice focused on equal employment opportunity, corporate diversity counseling, data analytics, workplace safety and health matters, and OFCCP defense. She practices from the firm’s Denver office.
Scott M. Pechaitis counsels companies on federal and state contractor obligations, including obligations arising under Affirmative Action laws, the False Claims Act, the Service Contract Act, the Davis Bacon Act, and a wide range of Federal Acquisition Regulations. He co-leads the firm’s Government Contracts and Compliance practice group and advises clients on federal and state EEO and compensation data reporting requirements. He practices from the firm’s Denver office and is a member of the Workplace Analytics and Pay Equity group.
Lisa B. Marsh drafts and defends affirmative action plans covering veterans and individuals with disabilities, and counsels employers on OFCCP regulations and OFCCP defense. She represents management exclusively in all areas of employment law, with a practice focused on equal employment opportunity, corporate diversity counseling, data analytics, workplace safety and health matters, and OFCCP defense. She practices from the firm’s Denver office.
Scott M. Pechaitis counsels companies on federal and state contractor obligations, including obligations arising under Affirmative Action laws, the False Claims Act, the Service Contract Act, the Davis Bacon Act, and a wide range of Federal Acquisition Regulations. He co-leads the firm’s Government Contracts and Compliance practice group and advises clients on federal and state EEO and compensation data reporting requirements. He practices from the firm’s Denver office and is a member of the Workplace Analytics and Pay Equity group.
Requirements
The Alabama State Bar MCLE Commission requires attorneys to complete 12 credits, including 1 ethics, by December 31 of each year. All credits must be reported by February 15 of the following year. A maximum of 12 credits, including 1 ethics credit, may be carried over for 1 year only.
Formats
