12:30 p.m. – 1:30 p.m. (ET)

As many of you already know, President Trump signed a new Executive Order (“Ending Illegal Discrimination and Restoring Merit-Based Opportunity) on Tuesday, January 21, 2025, that rescinded Executive Order 11246, the 1965 Lyndon Johnson administration executive order that required federal contractor employers to take “affirmative action” to "not discriminate against any employee or applicant for employment because of race, color, religion, sex, or national origin."  Executive Order 11246 was the legal basis for the requirement that federal contractor and subcontractor employers prepare annual affirmative action plans for women and minorities.  The new executive order permits employers to comply with the existing regulations under Executive Order 11246 for 90 days, but otherwise removes any obligations stemming from Executive Order 11246.  The Executive Order did not change obligations for affirmative action plans for protected veterans and individuals with disabilities, which are based on statutes passed by Congress (the Vietnam Era Veterans' Readjustment Assistance Act (“VEVRAA”) and Section 503 of the Rehabilitation Act (“Section 503”)).

Roffman Horvitz is hosting a webinar at 12:30 p.m. – 1:30 p.m. Eastern on Monday, January 27, 2025, to discuss the implications of the new executive order.  We specifically will discuss what requirements have changed, what types of initiatives the new executive order prohibits, what “affirmative action” obligations remain, what initiatives are legal and remain legal, and our thoughts on employers’ options for ongoing equal employment opportunity and non-discrimination analyses of the type done under Executive Order 11246, VEVRAA, and Section 503.


Relevant Links

Executive Order 11246 (Department of Labor)

White House Order (January 21, 2025)