WEBINAR

1. Executive Order 13495Nondisplacement of Qualified Workers Under Service Contracts“Right of First Refusal” WEBINAR

2. Nondisplacement of Qualified Workers Under Service Contracts • Purpose • Coverage • Contracting Agency Requirements • Contractor Requirements and Prerogatives • Exclusions • Complaints/Enforcement

3. Purpose • The Federal Government’s procurement interests in economy and efficiency are better served when a successor contractor hires the predecessor’s employees. • A carryover workforce reduces disruption to the delivery of services during the period of transition between contractors and provides the Federal Government the benefits of an experienced and trained workforce that is familiar with the Federal Government’s personnel, facilities, and requirements.

4. Contact Info We have created a dedicated phone line and email address for the nondisplacement E.O. The public and interested parties may contact us at 202-693-1399 or via email at displaced@dol.gov.

5. Reference Materials Nondisplacement of Qualified Workers Under Service Contracts • http://www.dol.gov/whd/govcontracts/SCANonDisplcmntFinalRule.htm • http://farsite.hill.af.mil/reghtml/changes/fac/fac2005-64.htm

6. COVERAGE

7. Coverage • The nondisplacement rule is effective January 18th, 2013 and applies to service contracts and their solicitations except those excluded, that succeed contracts for the same or similar service at the same location. The definition of service contract or contract means any contract or subcontract for services entered into by the Federal Government or its contractors that is covered by the McNamara-O’Hara Service Contract Act of 1965 (SCA), as amended, 41 U.S.C. 6701 et seq., and its implementing regulations.

8. CONTRACTING AGENCY REQUIREMENTS

9. Contracting Agency Requirements • Contract Clause • Notice • Disclosures • Actions on complaints • Report contents

10. Contracting Agency Requirements • Contract ClauseThe nondisplacement contract clause at 48 C.F.R. 52.222-17 shall be included in covered service contracts that succeed contracts for performance of the same or similar services at the same location.

11. Contracting Agency Requirements • NoticeWhere a contract will be awarded to a successor for the same or similar services to be performed at the same location, the Contracting Officer will direct the predecessor contractor to provide notice to service employees of the predecessor contractor of their possible right to an offer of employment.

12. Contracting Agency Requirements • DisclosuresThe Contracting Officer shall provide the incumbent contractor’s list of employees to the successor contractor and, on request, to employees or their representatives. See 29 CFR 9.12(e) and 48 CFR 22.1204.

13. Contracting Agency Requirements • Action on ComplaintsWithin 14 days of being contacted by the Wage & Hour Division, the Contracting Officer shall forward all information listed in 29 CFR 9.11 (d)(1)(ii) to the Branch of Government Contracts Enforcement. See also 48 CFR 52.222-17(h).

14. Contracting Agency Requirements • Reporting Contents • The Contracting Officer shall forward to the Branch of Government Contracts Enforcement any: • Complaint of contractor noncompliance. • Available statements by the employee or the contractor regarding the alleged violation. • Evidence that a seniority list was issued by the predecessor and provided to the successor.

15. Contracting Agency Requirements • Reporting Contents, continued • A copy of the seniority list • Evidence that the nondisplacement contract clause was included in the contract or that the contract was exempted by the contracting agency. • Information concerning known settlement negotiations between the parties, if applicable. • Any other relevant facts known to the Contracting Officer or other information requested by the Wage and Hour Division.

16. CONTRACTOR REQUIREMENTS & PREROGATIVES

17. Contractor Requirements & Prerogatives Priority of Right of First Refusal: • A successor contractor or subcontractor shall fill no employment opening under the contract prior to making good faith offers of employment, in positions for which the employees are qualified, to those employees employed under the predecessor contract whose employment will be terminated as a result of award of the contract or the expiration of the contract under which the employees were hired.

18. Contractor Requirements & Prerogatives Determining eligibility: • A person’s eligibility to a job offer under 29 CFR Part 9 and 48 CFR Subpart 22.12 usually can be determined based on whether he or she is named on the certified list of all service employees working under the predecessor’s contract during the last month of contract performance.

19. Contractor Requirements & Prerogatives No seniority list available: • The successor contractor’s obligation to offer a right of first refusal exists even if the successor contractor has not been provided a list of the predecessor contractor’s employees or the list does not contain the names of all persons employed during the final month of contract performance.

20. Contractor Requirements & Prerogatives Method of Job Offer • A contractor must make a bona fide express offer of employment to each qualified employee on the predecessor contract before offering employment on the contract to any other person.

21. Contractor Requirements & Prerogatives Establishing time limit for employee response • The contractor shall state the time within which an employee must accept an employment offer, but in no case may the period in which the employee has to accept the offer be less than 10 days.

22. Contractor Requirements & Prerogatives Process • The successor contractor must, in writing or orally, offer employment to each employee. In order to ensure that the offer is effectively communicated, the successor contractor should take reasonable efforts to make the offer in a language that each worker understands.

23. Contractor Requirements & Prerogatives Different Job Position • As a general matter, an offer of employment on the successor’s contract will be presumed to be a bona fide offer of employment, even if it is not for a position similar to the one the employee previously held but one for which the employee is qualified.

24. Contractor Requirements & Prerogatives Different employment terms and conditions • An offer of employment to a position on the contract under different employment terms and conditions, including changes to pay or benefits, than the employee held with the predecessor contractor will be considered bona fide, if the reasons are not related to a desire that the employee refuse the offer or that other employees be hired for the position.

25. Contracting Requirements & Prerogatives Termination after contract commencement • Where an employee is terminated under circumstances suggesting the offer of employment may not have been bona fide, the facts and circumstances of the offer and the termination will be closely examined during any compliance action to ensure the offer was bona fide.

26. Contractor Requirements & Prerogatives Exceptions • Nondisplaced Employees • Successor’s current employees • Predecessor contractor’s non-service employees • Employee’s past unsuitable performance • Non-Federal work • Reduced staffing • Contractor determines which employees • Changes to staffing pattern

27. Contractor Requirements & Prerogatives • Nondisplaced employees: A contractor or subcontractor is not required to offer employment to any employee of the predecessor contractor who will be retained by the predecessor contractor.

28. Contractor Requirements & Prerogatives • Successor’s current employees: A contractor or subcontractor may employ under the contract any employee who has worked for the contractor or subcontractor for at least 3 months immediately preceding the commencement of the contract and who would otherwise face lay-off or discharge.

29. Contractor Requirements & Prerogatives • Predecessor’s contractor’s non-service employees: A contractor or subcontractor is not required to offer employment to any employee of the predecessor who is not a service employee.

30. Contractor Requirements & Prerogatives • Employee’s past unsuitable performance: A contractor or subcontractor is not required to offer employment to any employee of the predecessor contractor whom the contractor or any of its subcontractors reasonably believes, based on the particular employee’s past performance, has failed to perform suitably on the job.

31. Contractor Requirements & Prerogatives • Non-Federal work: A contractor or subcontractor is not required to offer employment to any employee hired to work under a predecessor’s Federal service contract and one or more nonfederal service contracts as part of a single job, provided that the employee was not deployed in a manner that was designed to avoid the purposes of the rule.

32. Contractor Requirements & Prerogatives • Reduced Staffing: A contractor or subcontractor shall determine the number of employees necessary for efficient performance of the contract or subcontract and, for bona fide staffing or work assignment reasons, may elect to employ fewer employees than the predecessor contractor employed in connection with performance of the work.

33. Contractor Requirements & Prerogatives • Contractor determines which employees: The contractor, subject to provisions of 29 CFR Part 9, 48 CFR Subpart 22.12, and other applicable restrictions, will determine to which employees it will offer employment.

34. Contractor Requirements & Prerogatives • Changes to staffing pattern: Where a contractor reduces the number of employees in any occupation on a contract with multiple occupations, resulting in some displacement, the contractor shall scrutinize each employee’s qualifications in order to offer positions to the greatest number of predecessor contract employees possible.

35. Contractor Requirements & Prerogatives • Contractor obligations near end of contract performance: The contractor shall, not less than 30 days before completion of the contractor’s performance of services on a contract, furnish the Contracting Officer with a list of the names of all service employees working under the contract and any subcontract at the time the list is submitted.

36. Contractor Requirements & Prerogatives • Where changes to the workforce are made after the submission of the 30 day certified list, the contractor shall, not less than 10 days before completion of the contractor’s performance of services on a contract, furnish the Contracting Officer with a certified list of the names of all service employees employed within the last month of contract performance.

37. EXCLUSIONS

38. Exclusions • The E.O. does not apply to: • Executive, administrative, and professional employees exempt under 29 CFR 541. • Contracts or subcontracts for services under the simplified acquisition threshold. • Contracts for commodities or services produced or provided by the blind or severely handicapped, and agreements for vending facilities operated by the blind.

39. Exclusions, continued • Guard, elevator operator, messenger, or custodial services provided to the federal government under contracts with sheltered workshops employing the severely handicapped. • Federal service work constituting only part of employee’s job. • Contracts exempted by Federal Agency.

40. Records • The contractor shall maintain copies of any written offers of employment or a contemporaneous written record of any oral offers of employment, including the date, location, and attendance roster of any employee meeting(s) at which the offers were extended, a summary of each meeting, a copy of any written notice that may have been distributed, and the names of the employees from the predecessor contract to whom an offer was made.

41. Complaints • Any employee(s) or authorized employee representative(s) of the predecessor contractor who believes the successor contractor has violated the nondisplacement rule may file a complaint with the Wage and Hour Division within 120 days from the first date of contract performance. The employee may file a complaint directly with the Branch of Government Contracts Enforcement.

42. Investigation • The Wage and Hour Division may initiate an investigation at any time. • Upon completion of an investigation, the Administrator will issue a written determination of whether a violation has occurred.

43. Appeals • If any party desires review of the determinations of the Administrator, including judicial review, a request for an Administrative Law Judge hearing or petition for review by the Administrative Review Board must first be filed in accordance with 29 CFR 9.31(b).

44. Administrative Law Judge Hearings • The Office of Administrative Law Judges has jurisdiction to hear and decide appeals pursuant to 29 CFR 9.31(b)(1) concerning questions of law and fact from determinations of the Administrator.

45. Disclaimer • This presentation is intended as general information only and does not carry the force of legal opinion. • The Department of Labor is providing this information as a public service. This information and related materials are presented to give the public access to information on Department of Labor programs. You should be aware that, while we try to keep the information timely and accurate, there will often be a delay between official publications of the materials and the modification of these pages. Therefore, we make no express or implied guarantees. The Federal Register and the Code of Federal Regulations remain the official source for regulatory information published by the Department of Labor. We will make every effort to keep this information current and to correct errors brought to our attention.