What should a contractor expect when a desk audit of its compensation practices reveals an indicator of potential compensation discrimination?
OFCCP does not consider the outcome of a desk audit to be a final indicator of discrimination. The desk audit is a screening procedure to identify areas requiring further review, including additional data requests, on-site investigation, or witness interviews. When indicators are found, OFCCP will request detailed information on each employee in the overall workforce or appropriately determined subset. The information requested will cover those factors which OFCCP has observed to generally influence pay, as well as any influencing factors specific to the contractor.
Related Questions
- Do other federal agencies have Title VI regulations that prohibit both intentional discrimination and practices that have a discriminatory impact?
- What should a contractor expect when a desk audit of its compensation practices reveals an indicator of potential compensation discrimination?
- What process does OFCCP use to review a contractors compensation practices?
