Corduroy Frog Posted July 21, 2020 Report Share Posted July 21, 2020 On Labor Day, 2016, President Obama issued E.O. 13706, outlining a requirement for all federal contracts to observe/allow 7 days of annual sick leave per year. There were differences between sick leave and vacation, for example non-recognition of liability and inability to carry unused balances from one year to another. Most companies had amalgamated Vacation and Sick Leave into a single benefit - called "Personal Time Off." The Executive Order completely unraveled that concept by requiring separate recordkeeping for Vacation and Sick Leave. Emphasis all in the first line. Don't think it's happening. I don't believe government agencies really wanted to step up and pay this elusive, extra benefit. I've noticed some contracts are being issued with E.O. 13706 in place and a reduced requirement of $4.22 for Health & Welfare. Other contracts appear to be wiggling out of the 13706 requirement and are requiring $4.54 in H&W benefits. What's going on?? I thought "all" meant "all." What's the difference, and what allows some contracts to ignore the E.O.? Link to comment Share on other sites More sharing options...
C Culham Posted July 21, 2020 Report Share Posted July 21, 2020 Have not studied in depth found this quickly. https://www.dol.gov/agencies/whd/government-contracts/service-contracts/sf98/index.asp Link to comment Share on other sites More sharing options...
Retreadfed Posted July 21, 2020 Report Share Posted July 21, 2020 See, FAR 22.2110 Link to comment Share on other sites More sharing options...
Corduroy Frog Posted July 21, 2020 Author Report Share Posted July 21, 2020 Thanks to the respondents. It appears that the E.O. only applies to certain contracts, not all contracts. My assumption was wrong. Link to comment Share on other sites More sharing options...
cds Posted July 21, 2020 Report Share Posted July 21, 2020 I haven't studied it in depth either, but one thing that did happen around that timeframe, was a change in Administration. As a result numerous labor regulations were put on hold. One that was very close to becoming a reality was for each contacting agency to have a Labor Advisor resident in the office. Someone, who would be there to promote fair labor practices, and investigate unfair practices or complaints. This position was going to serve in a similar capacity as the Small Business Specialist. The only difference is they would advocate Labor laws. Time will tell, if they ever get resurrected. Link to comment Share on other sites More sharing options...
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