Often the timekeeping requirements for government contractors are a source of frustration for employees, but they are a necessary evil for all companies doing business with the U.S. Government. In this course we demystify the rules and requirements around timekeeping with an emphasis on explaining why timekeeping controls are not only necessary, but important for protection of both the employee and the company. This course addresses both critical controls around timekeeping, as well as the individual liability for employees charging time to U.S. Government contracts where their timesheet forms the basis of a claim as part of the invoicing process. At the completion of the course, attendees will have a greater understanding of required timekeeping controls and the employee’s role in ensuring compliance with U.S. Government contracts.
The Defense Contract Audit Agency (DCAA) utilizes labor floorcheck audits as part of their real-time testing of employee labor controls. The floorcheck process is often overwhelming for employees because interacting with government auditors is not a routine occurrence for personnel outside of a company’s accounting or compliance areas. This course provides an overview of the DCAA Labor Floorcheck process from an employee perspective and offers interactive scenarios covering the questions asked of employees by DCAA.
Narration is provided by a former DCAA auditor and explains the “why?” behind the questions asked by auditors. This knowledge is invaluable to both the employee and the company to ensure that employees are informed and prepared for DCAA Labor Floorchecks.
Federal agencies and courts regularly emphasize the importance, and in some instances, the requirement that employers provide harassment prevention training to all employees on a routine basis so that they understand their rights and responsibilities in the workplace. Indeed, employers have a duty to exercise reasonable care to prevent and promptly correct any sexually (or other illegal) harassing behavior. Per Section 503 of the Rehabilitation Act and Vietnam Era Veterans’ Readjustment Act, government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and practice affirmative action as related to individuals with disabilities and protected veterans. This course provides an overview of equal employment opportunity law, “protected classes”, what “harassment” in the workplace actually means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.
Narration is provided by a licensed attorney with experience defending employers, including government contractors, from claims of discrimination and harassment.
Government contractors have specific obligations to promote an organizational culture that encourages ethical conduct and a commitment to compliance with the law. FAR 52.203-13 provides that all contractors must have a written code of business ethics and conduct, and ensure that all employees are aware of their ethical obligations and how to report any concerns they have based upon a reasonable belief that violations or wrongdoing has occurred. This course provides an overview of government contractors’ ethics requirements, including identification of personal and organizational conflicts of interest and protection for whistleblowers.
A licensed attorney provides narration with experience creating ethics awareness programs for government contractors and investigating potential ethical violations.
Many federal contractors and all federal grantees are required by law to establish and maintain a drug-free workplace policy and awareness program pursuant to the Drug-Free Workplace Act of 1988. Failure to comply may result in penalties up to and possibly including suspension or termination of contracts or grants. This course provides an overview of the requirements of the Drug-Free Workplace Act including personal reporting obligations and the organization’s obligation to make reports to the contracting agency. Furthermore, the course addresses possible red flags that indicate someone has a problem with drugs and/or alcohol so the organization can promptly address issues to avoid safety risks, maintain a healthy workplace, and maximize productivity.
Human trafficking is a multibillion-dollar criminal industry that uses force, fraud, or coercion to exploit vulnerable people with the intent of obtaining forced labor or services, including sex. The U.S. Government condemns these practices and requires those who do business with them to take action to prevent, report, and remedy human trafficking in federal contracts. FAR Subpart 22.17 requires that clause 52.222-50, Combating Trafficking in Persons, be incorporated in all solicitations and contracts, and requires contractors and subcontractors to notify employees and agents of the U.S. Government of their policies prohibiting trafficking in persons, as well as the actions that will be taken against them for violations of such policies. This course provides an overview of the anti-human trafficking requirements for federal government contractor employees to ensure compliance with the FAR.
The public law at 10 USC 4701 and 41 USC 4712 requires contractors with federal government contracts and grants to notify its employees, at least annually, of their protection under the law. Employees have the right to report suspected fraud, waste, or abuse impacting the government contracts and grants they work on for the government. The law also protects employees from inappropriate employment actions by the employer resulting from such a report. Contracting officers are expected to confirm the contractor has made the required notification and, in some cases, has also required supporting documentation. This course explains employee whistleblower rights and protections, outlines the laws and contract clauses implementing the law, and examines the specific parts of the law.