. What is the “essential job functions”
defense?
Under the “essential job functions” defense,
a contractor can defend against a claim of
discrimination by showing that it took adverse
action against an employee because the employee
(a) had access to the compensation information
of other employees or applicants as part of his
or her essential job duties and ( b) disclosed that
compensation information to individuals who did
not otherwise have access to it.
However, even employees who have access
to compensation information as part of their
essential job functions may discuss, disclose, or
inquire about compensation in some instances.
For example, they can:
• Discuss or disclose the pay of applicants or
employees in response to a formal complaint or
charge; as a part of an investigation, proceeding,
hearing, or action, including an investigation
conducted by the employer; or in accordance
with the contractor’s legal duty to furnish
information.
• Discuss their own pay with other employees.
• Discuss possible pay disparities involving other
employees with a contractor’s management
ocial or while using the contractor’s internal
complaint process.
• Discuss or disclose amount or types of pay
of other applicants or employees based on
information received through means other
than access granted through their essential job
functions.
. What is the “workplace rule” defense?
Under the “workplace rule” defense, a contractor
can defend against a claim of discrimination
by showing that it took adverse action against
an employee for violating a consistently and
uniformly applied company rule. The rule must
not prohibit, or tend to prohibit, employees or
applicants from discussing or disclosing their
compensation or that of a co-worker or job
applicant. Examples of “workplace rules” may
include rules on the use of leave and the length
of breaks.
. Does my employer have to tell me what
other employees are being paid?
No. Executive Order 11246 does not require
employers to provide employees or job applicants
with information on the pay of other employees or
applicants.
. Who does OFCCP protect?
OFCCP protects the rights of employees and job
applicants of companies doing business with the
Federal Government. This includes employees
at banks, information technology firms, meat
packing plants, retail stores, manufacturing plants,
accounting firms, and construction companies,
among others.
Filing a Complaint
. What can I do if I believe my employer
discriminated against me because I asked
about, discussed, or disclosed my pay or
the pay of another employee or applicant?
You can file a complaint with OFCCP. You do not
need to know with certainty that your employer
is a federal contractor or subcontractor to file a
complaint.
. How do I file a complaint with OFCCP?
You may file a discrimination complaint by:
• Completing and submitting a form online through
OFCCP’s Web site;
• Completing a form in person at an OFCCP oce; or
• Mailing, e-mailing or faxing a completed form to
the OFCCP regional oce that covers the location
where the alleged discrimination occurred.
The form is available online at http://www.dol.gov/
ofccp/regs/compliance/pdf/pdfstart.htm and in
paper format at all OFCCP oces. To find the oce
nearest you, visit the online listing of OFCCP oces at
http:// www.dol.gov/ofccp/contacts/ofnation2.htm.
You must remember to sign your completed
complaint form. If you fail to do so, OFCCP will
still take your complaint but an OFCCP investigator
will ask you to sign the form during a follow-up
interview. Complaints alleging discrimination
for discussing, disclosing, or inquiring about pay
must be filed within 180 days from the date of the
alleged discrimination, unless the time for filing
is extended for good cause. The same 180-day time
frame applies to complaints alleging discrimination
based on race, color, religion, sex, sexual
orientation, gender identity, or national origin.
. Can my employer fire, demote, or treat
me less favorably because I filed a
complaint?
No. It is illegal for your employer to retaliate
against you for filing a complaint or participating
in an investigation. OFCCP’s regulations protect
you from harassment, intimidation, threats,
coercion, or retaliation for asserting your rights.
. Can I file a complaint with OFCCP and
the Equal Employment Opportunity
Commission (EEOC)?
Yes, if you file with both OFCCP and EEOC, your
complaint will be investigated by the appropriate
agency. In some instances, OFCCP and EEOC
may decide to work together to investigate your
complaint.
OFCCP generally keeps complaints filed against
federal contractors that allege discrimination
based on discussing, disclosing, or inquiring
about pay. OFCCP also generally keeps
complaints filed against federal contractors
where there appears to be a pattern of
discrimination that aects a group of
employees or applicants, and those that allege
discrimination based on a person’s sexual
orientation or gender identity, disability, or
protected veteran status.
. What will happen if there is a finding that I
was a victim of employment discrimination?
You may be entitled to a remedy that places you in the
position you would have been in if the discrimination
had never happened. You may be entitled to be
hired, promoted, reinstated, or reassigned. You may
also be entitled to receive back pay, front pay, a pay
raise, or some combination of these remedies. In
addition, if OFCCP finds that the federal contractor
or subcontractor discriminated, OFCCP could seek
to have the company debarred or removed from
consideration for future federal contracts or have the
company’s current contracts or contract modifications
cancelled.
For more information:
..
Oce of Federal Contract Compliance Programs
200 Constitution Avenue, NW
Washington, D.C. 20210
1-800-397-6251
TTY: 1-877-889-5627
www.dol.gov/ofccp
Please note that this fact sheet provides general information. It is not
intended to substitute for the actual law and regulations regarding the program
described herein.