Thompson Government Contracting

After Trump's First Hundred (Plus) Days:
What Remains of Obama's Labor Law Legacy?

Wednesday, June 14, 2017 • 1:00 pm ET/12:00 pm CT/11:00 am MT/10:00 am PT
1.5 CPE credits

Webinar Details

Subject: Federal Contracting

Prerequisites: None

Recommended Field of Study: Specialized Knowledge and Applications

Program Knowledge Level: Basic

Advanced Preparation: None

President Obama imposed more labor requirements on government contractors through executive orders than any of his predecessors. His Department of Labor also raised the minimum wage for federal contractor employees. Many contractors find themselves having to raise wages, provide paid sick leave and hire predecessor contractors’ employees. The Obama Administration also tried to increase overtime pay obligations, require contractors to disclose prior labor violations, and impose other obligations.

Now, more than 100 days into the Trump presidency, what remains of Obama’s labor law legacy?

Contractors with the right answer can control compliance costs where requirements have been lifted—and avoid noncompliance risks where they remain in place. Now, let a labor law expert show you where it all stands today.

Register now for After Trump’s First Hundred (Plus) Days: What Remains of Obama’s Labor Law Legacy?

In this 90-minute webinar, Shlomo Katz—an expert on contracts, procurement and labor law—shows government contractors what impact President Trump has had on the many employment requirements President Obama placed on government contractors. From disclosure and discrimination, to employee pay and the ACA, you’ll learn what has and hasn’t changed.

Potential compliance savings. You’ll get a sharp focus on today’s regulatory environment along with best practices for complying with obligations that remain in place. You’ll also learn how to avoid incurring compliance costs no longer reimbursed because certain requirements have been removed. Plus, you’ll have the chance to ask your own questions during the Q&A portion of the webinar.

Reserve your space now for for expert guidance on how labor law compliance by government contractors has changed so far during the Trump Administration, including:

  • When contractors must offer jobs to a predecessor contractor’s workers
  • Who is entitled to accrue sick leave, and how that is done
  • Whether contractors can be blacklisted for labor law violations
  • “Paycheck transparency” rules -- and if contractors must still comply
  • Who is and isn’t exempt from the minimum wage, overtime and Service Contract Act

Remember, although President Trump is taking steps to undo some Obama-era labor law requirements, many remain. Don’t put your contracts, reputation or revenues at risk! Take this opportunity to learn exactly what contractors can let go—and where compliance is still a must.

Register now for After Trump’s First Hundred (Plus) Days: What Remains of Obama’s Labor Law Legacy?

Who Will Benefit

This webinar is of value to all government contractors. Attendees who will benefit most include:

  • Human Resources Professionals
  • Compliance Officers
  • In-House Counsels
  • CEOs and the leadership team

FAR Benefit: Augment your compliance training and internal controls programs!

The Federal Acquisition Regulation (FAR 52.203-13), entitled Contractor Code of Business Ethics and Conduct, requires contractors not represented as small businesses to establish an ongoing business ethics awareness and compliance program, as well as effective internal controls. Participating in this webinar course can augment your company’s code of ethics and training programs by providing specific guidance on contractual obligations. Training can also be a significant part of an internal control system. Sign up today!

Shlomo D. Katz

Shlomo D. Katz Esq. is Counsel in the Washington, D.C., office of the international law firm of Brown Rudnick LLP, where he is Leader of the Wage & Hour Practice Group and also practices commercial and government procurement law and litigation. Mr. Katz’s wage and hour experience includes the following: advising employers on compliance with the minimum wage, working time, and overtime requirements of the FLSA; advising employers on compliance with the prevailing wage and fringe benefit requirements of the Service Contract Act and Davis-Bacon Act; and defending employers in litigation and DOL investigations under the above laws, as well as the Contract Work Hours and Safety Standards Act. Mr. Katz has successfully litigated before federal, state, and local courts and administrative tribunals. He is co-author of Federal Contractor’s Guide to Employment Law Compliance; Fair Labor Standards Handbook for States, Local Governments and Schools; Employer’s Guide to the Fair Labor Standards Act; Public Employer’s Guide to FLSA Employee Classification; and FLSA Employee Exemption Handbook, all published by Thompson Information Services. Mr. Katz has served on the editorial advisory board for the monthly newsletters of all five publications and regularly publishes expert commentary on wage and hour trends and government contracts issues.

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