As an update to our report last week, OFCCP has announced an extension of the deadline for contractors to confirm their desire to have their EEO-1 data withheld from production in response to the pending Center for Investigative Reporting FOIA request.

In a statement posted on the FOIA objection portal, OFCCP instructed:

This is a final notice to all contractors that we are extending the deadline to February 17, 2023, to respond to OFCCP for any of the following reasons:

  • Your organization has previously submitted an objection to the disclosure of their EEO-1 data;
  • Your organization is on our list of non-objectors and you believe your organization was not a federal contractor during the relevant period; or
  • There are entities associated with your organization that should be covered within the objection that you have already filed. This includes merged companies, subsidiaries, and any additional entity information needed to confirm the objection.

If you believe that your entity is incorrectly included on this list, you must respond to our office as soon as possible, but no later than 11:59 p.m. EST on February 17, 2023, via the email address: OFCCP-FOIA-EEO1-Questions@dol.gov.

OFCCP stated contractors response

must include your organizations’ EEO-1 unit numbers and include information supporting your contention that your entity was not a federal contractor during this period or has previously submitted an objection to release.

Tags: Center for Investigative Reporting, EEO-1 Data, FOIA, OFCCP, Office of Federal Contract Compliance Programs
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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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