Contact Your Members of Congress to Support the Accelerated Payments for Small Business Act (H.R. 5337)!
House Small Business Committee member, Rep. Steve Knight (R-CA) recently introduced the Accelerated Payments for Small Business Act of 2018 (H.R. 5337) which would direct federal agencies to make payments to small business prime contractors within 15 days of sending an invoice. This important legislation needs to move quickly to maintain assurance of prompt payment for small business contractors in the federal contracting arena.
My name is _____________, I am a constituent and [owner/founder/president] of [business name]. As a woman-owned small business contractor, I am calling to urge the Congress[woman/man] to co-sponsor H.R. 5337, the Accelerated Payments for Small Business Act of 2018. This bill is crucial for small business contractors, like me, because it would direct federal agencies to make payments to small business prime contractors within 15 days of sending an invoice. This is a common issue for small business contractors who rely on a consistent flow of income in order to be able to continue to serve their customer – the federal government. Ensuring prompt payment for small business contractors will help provide stability for companies who suffer large consequences when payments are delayed. Please ask the Congress(man/woman) to support H.R. 5337 and consider cosponsoring the bill. Thank you for your time.
By Marina Burton Blickley, Esq., Centre Law & Consulting LLC
A draft of the Department of Labor’s final revised regulations covering white collar exemptions was just released and is set to become effective December 1, 2016 – right after elections. The final rule sets the new salary threshold for exempt executive, administrative, and professional employees at $47,476 annually and $134,004 for exempt highly-compensated employees. This is a dramatic increase from the prior levels of $23,660 and $100,000. Now that the final salary levels are known companies should be reviewing their employee classifications and making adjustments where necessary to be prepared to be in compliance come December 1, 2016. Government contractors with contracts covered by the Service Contract Labor Standards (formally Service Contract Act) should also perform an analysis to ensure employees performing services on those contracts are being provided appropriate wages and health and welfare benefits since the FLSA overtime exemptions are used to determine coverage under that Act.
There have been a number of recent updates to the employment laws governing employers generally and, in particular, government contractors. WIPP’s Give Me 5 recently hosted a webinar covering these and other changes. To learn more, please listen to the podcast available here –
Give Me 5: Where Human Resources and Government Contracts Intersect
Guest Speakers: Barbara Kinosky, President and Managing Partner, Centre Law & Consulting and Marina Blickley, Associate, Centre Law & Consulting
Federal contractors are subject to a unique set of rules, laws and regulations. Many of these laws and regulations also apply to subcontractors. This session covers the more complicated areas where HR and government contracts intersect. Topics include:
OFCCP – latest news on increased HR compliance requirements
Executive Order actions and recent regulatory changes
Common challenges to complying with the Service Contract Labor Standards/Service Contract Act
Tips for handling whistleblower and relator complaints