The U.S. Department of Labor announced on December 3^rd a new rule prohibiting discrimination on the bases of sexual orientation and gender identity in the federal contracting workforce.

The rule implements Executive Order (EO) 13672, which was signed by President Obama on July 21^st.  EO 13672 tasked the department with updating the rules implementing EO 11246 to add gender identity and sexual orientation to the classes it protects. While 18 states, the District of Columbia and many businesses, large and small, already offer workplace protections to lesbian, gay, bisexual and transgender employees, July's executive order was the first federal action to ensure LGBT workplace equality in the private sector.

The rule implementing this EO will become effective 120 days after its publication in the Federal Register (approximately April, 2015) and will apply to federal contracts entered into or modified on or after that date. More information is available on the Office of Federal Contract Compliance Programs Web site at http://www.dol.gov/ofccp/LGBT/

Q. What steps will OFCCP take next to implement EO 13672 (e.g., workshops, webinars, and the issuance of other guidance materials)?

A. During the period between publication and the effective date, OFCCP will publish compliance assistance materials such as fact sheets and "Frequently Asked Questions." OFCCP will also host webinars that will describe the amended requirements, and conduct workshops and forums to listen to any questions and concerns contractors and other stakeholders may have. As with the implementation of its other rules, OFCCP is committed to engaging its stakeholders with the goals of providing access to information, identifying and addressing issues that might hinder the successful implementation of this final rule and providing compliance assistance to contractors. Contractors and other stakeholders can expect OFCCP to publish compliance assistance materials before the Final Rule takes effect.