As first reported in the New York Times today, the White House, in connection with the U.S. Department of Labor, is working on an executive order requiring federal contractors to provide paid sick leave to their workers.  While a copy of the order was not made available, the article detailed some of the elements of the “pre-decisional and deliberative” draft, including the requirement that employers pay for up to a minimum of 56 hours a year for sick leave.  As currently drafted, the required leave would not be solely for an employee’s personal illness but would cover caring for others, including domestic partners.

Despite its draft form, the Executive Order noted regulations would be issued by the Secretary of Labor by Sept. 30, 2016.  With the Executive Order not yet finalized, it remains to be seen if this date will hold true.

This Executive Order would make the sixth employment-related executive action impacting federal contractors in the past 18 months.  The other actions include:

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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.