"Labor Compliance" 

Our firm has a specific focus on educating the public about ALL forms of human trafficking. We also have a partnership and support the enforcement efforts of the Department of Labor Wage & Hour, Department of Labor, Office of Contracts and Compliance Programs and the Equal Employment Opportunity Commission. 

New FAR Requirements

The stated purpose of the new regulation is to create a stronger framework for compliance by imposing additional requirements for awareness, compliance, and enforcement. To this end, in addition to conduct prohibited under the current regulation, (6) the revised regulation applies to a broader range of procurement actions (7) and prohibits Federal contractors, subcontractors, (8) and their employees and agents from:

  • Destroying, concealing, confiscating, or otherwise denying access by an employee to the employee’s identity or immigration documents;
  • Using misleading or fraudulent recruitment practices during the recruitment of employees or offering of employment (e.g., failing to disclose basic information, in a language accessible to the employee, about material misrepresentations regarding the key terms and conditions);
  • Using recruiters that do not comply with local labor laws of the country in which the recruiting takes place;
  • Charging employees recruitment fees;
  • Providing or arranging housing that fails to meet the host country housing and safety standards; and
  • Failing to provide an employment contract, recruitment agreement, or other required work document in writing and in a language that the employee understands at least five days prior to the employee relocating if a contract is required by law or contract.

The regulations also require Federal contractors to:

  • Provide, or pay for the cost of (except in limited circumstances), return transportation upon the end of employment for an employee who is not a national of the country where the work was performed and who was brought into that country for the purpose of working on a US Government contract, subcontract, or portions of such contracts;
  • Notify its employees and agents regarding the above listed prohibitions and any actions to be taken against them for violations of this conduct;
  • Protect employees suspected of being victims of or witnesses to prohibited activities prior to returning to the country from which the employee was recruited, and not prevent or hinder the ability of these employees from cooperating fully with Government authorities; and
  • Cooperate with any Government investigations and audits relating to the policy against human trafficking.​

If you are an employer for which this information applies, please be sure to look up ALL the compliance measures and read EVERY word in the federal contracts that you sign as you are responsible.

​Labor  Trafficking & Compliance

Sunny Slaughter Consulting, LLC