Title 41 published on 2014-07-01
no entries appear in the Federal Register after this date.
This is a list of United States Code sections, Statutes at Large, Public Laws, and Presidential Documents, which provide rulemaking authority for this CFR Part.
This list is taken from the Parallel Table of Authorities and Rules provided by GPO [Government Printing Office] .
It is not guaranteed to be accurate or up-to-date, though we do refresh the database weekly. More limitations on accuracy are described at the GPO site.
Presidential Documents Executive Order ... 11246
Executive Order ... 11354
Executive Order ... 12086
Executive Order ... 12319
Title 41 published on 2014-07-01
The following are ALL rules, proposed rules, and notices (chronologically) published in the Federal Register relating to 41 CFR 60-20 after this date.
2015-01-30; vol. 80 # 20 - Friday, January 30, 2015 80 FR 5246 - Discrimination on the Basis of Sex
GPO FDSys XML | Text Additional Documents DEPARTMENT OF LABOR, Office of Federal Contract Compliance Programs Notice of proposed rulemaking. To be assured of consideration, comments must be received on or before March 31, 2015. 41 CFR Part 60-20 Summary The U.S. Department of Labor's (“DOL”) Office of Federal Contract Compliance Programs (“OFCCP”) is proposing regulations that would set forth requirements that covered Federal Government contractors and subcontractors and federally assisted construction contractors and subcontractors must meet in fulfilling their obligations under Executive Order 11246, as amended, to ensure nondiscrimination in employment on the basis of sex and to take affirmative action to ensure that applicants are employed, and that employees are treated during employment, without regard to their sex. This proposal would substantially revise the existing Sex Discrimination Guidelines, which have not been substantively updated since 1970, and replace them with regulations that align with current law and legal principles and address their application to current workplace practices and issues. Most of the proposed provisions in this NPRM would clarify well-established case law or applicable requirements from other Federal agencies and therefore would not change existing requirements for entities affected by this rule. The NPRM's approach with respect to pregnancy accommodation is consistent with the interpretation of the Pregnancy Discrimination Act adopted by the Equal Employment Opportunity Commission (EEOC) and by the Government in Young v. United Parcel Serv., Inc., 707 F.3d 437 (4th Cir. 2013), cert. granted (U.S. No. 12-1226, July 1, 2014).
