In the second of the three most recent OFCCP Directives, OFCCP has formalized a pre-referral mediation program “to provide the best opportunity for resolving matters before significant time and resources are spent in the enforcement process,” and prior to referring the case for enforcement to the Office of the Solicitor (SOL).

Directive (DIR) 2020-03 dictates or suggests the nuts and bolts for the mediation process:

  • The Program is available only where OFCCP has issued a Show Cause Notice (SCN) alleging discrimination, and exceptional circumstances do not warrant, in OFCCP’s discretion, moving directly to enforcement.
  • The contractor and OFCCP would each propose three mediators, who may be:  (1) from the Federal Mediation and Conciliation Service (FMCS) or other qualified federally approved mediators; (2) the OFCCP Ombudsman; or (3) any qualified individual.   The parties would each rank the six proposed mediators, with the highest ranked being selected.  In the event of a tie, the parties may agree on a mediator or refer mediator selection to the FMCS Director, who would select an FMCS mediator who was not on either of the parties’ list.
  • Mediation should begin within 30 days of the selection of the mediator.
  • OFCCP’s proposed process envisions the parties would together

develop mutually agreeable parameters for the structure of the mediation, including whether parts of the mediation will include joint and/or private sessions.

If the parties cannot agree on parameters, OFCCP may refer a case to the SOL without first attempting mediation.

  • The parties would exchange confidential position statements with each other and the mediator in advance of a mediation session, but could also provide submissions “for the mediator’s eyes only”.  The mediator would then first conduct private, telephonic pre-mediation sessions with each party “to answer questions and set expectations.”  The parties would agree to a mediation time frame, “which in most cases should not exceed two business days.”
  • The mediation would be conducted at a mutually-agreed-upon and neutral location, and all attendees would sign a confidentiality agreement.  OFCCP advises that the mediation should include key decision makers – at least by telephone – who should be available to provide guidance and expertise for the duration of the mediation.

While no contractor wants to find itself in this position, the Pre-Referral Mediation Program appears to offer contractors at least a more formalized opportunity to resolve allegations of discrimination with the assistance and objective input of a neutral mediator.

Stay tuned for additional blog posts as we learn more about the Program.

Tags: Directive 2020-03, Mediation, OFCCP, OFCCP Directives, Office of Federal Contract Compliance Programs, SCN, Show Cause Notice
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Photo of Laura A. Mitchell Laura A. Mitchell

Laura Mitchell is a principal in the Denver office of Jackson Lewis P.C. and leads the firm’s Workplace Analytics and Preventive Strategies Pay Equity subgroup. She partners with employers to evaluate, develop and implement policies and practices that ensure workplace fairness while mitigating…

Laura Mitchell is a principal in the Denver office of Jackson Lewis P.C. and leads the firm’s Workplace Analytics and Preventive Strategies Pay Equity subgroup. She partners with employers to evaluate, develop and implement policies and practices that ensure workplace fairness while mitigating legal risk. Laura is a guiding force in the firm’s most specialized and technical practice areas where she leverages an analytics-focused approach to partner with her clients in building legally compliant programs around which they can anchor their workplaces achieving productivity and stability.

Laura understands that creating a competitive advantage for employers in today’s workplace involves using a data-driven approach to counsel companies on the development of proactive and equitable non-discriminatory practices in hiring, promotions, separations and pay—and where advancements in technology can create both opportunities for efficiencies and risk that can be measured. Committed to putting her clients’ organizational goals first and foremost while balancing legal risk, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication. Staying the course with employers across their organizational journey while balancing legal compliance obligations throughout their employees’ lifecycle ensures Laura’s position as a go-to resource.

Laura works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize the combined vision of legal compliance, increased productivity and economic growth enhanced by a focus on pay equity.  As part of the pay equity journey, she advises employers on the evolving pay transparency landscape, working to align compliant practices with the practical realities of the business world.

Laura partners closely with government contractors to understand, implement and demonstrate compliance with their EEO regulatory and compliance obligations. She also works closely with non-government contractor clients to conduct risk assessments of their programs, policies, and training to align with federal and state anti-discrimination requirements.

Laura is the editor and a principal contributor of the GovCon Employment Exchange blog and presents on pay equity and government contractor obligations. To round out her days, Laura enjoys spending time with her family and friends attending sports events, working out, riding her bike, playing pickleball and taking in Colorado’s incomparable sunsets.

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