The highly anticipated proposed budget released today by the White House included expected budget cuts for the U.S. Department of Labor.  While cutting funds for the DOL, the proposed budget did not resurrect the previously raised possible merger of OFCCP and EEOC.

The President’s FY2019 Budget for the Department of Labor starts with the following introduction:

Given the budget constraints the Nation faces after decades of reckless spending, and the current need to rebuild the Nation’s military without increasing the deficit, the Budget focuses DOL on its highest priority functions and disinvests in activities that are duplicative, unnecessary, unproven, or ineffective. The Budget also takes steps to reorganize and modernize the Agency’s operations so scarce taxpayer dollars are spent well.

 

In total, the Budget requests $9.4 billion for DOL, a $2.6 billion, or 21-percent decrease, from the 2017 enacted level.

With respect to OFCCP specifically, the Office of Management and Budget proposes reducing OFCCP’s budget from $104M to $91M, a 12.5% reduction and also proposes reducing the budget of the Office of Disability Employment Policy (ODEP) from $38M to $27M.

The description of OFCCP in the Budget Appendix, reiterates that the Administration is looking to streamline and simplify the structure of the agency, stating specifically

The 2019 Budget proposes improving organization efficiency and effectiveness by modernizing the agency’s operational model, aligning staff workload with where financial contractors are located, and establishing Skilled Regional Centers.

We’ll keep you posted with relevant updates as the evolve so, stay tuned.

Tags: DOL, Fiscal year 2019 budget, ODEP, OFCCP, Office of Disability Employment Policy, Office of Federal Contract Compliance Programs, President Trump, U.S. Department of Labor
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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.

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