Learning Management System for Government Contractors

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 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 they understand their rights and responsibilities in the workplace. Indeed, employers are obliged to exercise reasonable care to promptly prevent and correct any sexually (or other illegal) harassing behavior. Government contractors have additional obligations to ensure their workplace is free of discrimination and harassment and that they are making good faith efforts to advance diversity, equity, and inclusion. Moreover, contractors subject to the affirmative action obligations of Executive Order 11026 are subject to more stringent requirements to address and prevent harassment in the workplace. This course provides an overview of equal employment opportunity law, “protected classes,” what “harassment” in the workplace means, additional responsibilities for supervisors, and how to facilitate a workplace free of discrimination, harassment, and retaliation.

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 or alcohol so that 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 that the substance of this clause shall be included in all subcontracts and all contracts with agents. FAR clause 52.222-50 prohibits contractors, subcontractors, their employees, and their agents from, among other things, engaging in severe forms of trafficking in persons, using forced labor during the period of performance of the contract, using misleading or fraudulent recruitment practices, and charging employees for recruitment. The FAR clause requires contractors and subcontractors to notify employees and agents of the U.S. Government policy prohibiting trafficking in persons and the actions that will be taken against them for violations of this policy. Further, U.S. Government contractors working abroad on large contracts (valued at $550,000 or more) are required to have an anti-human trafficking compliance plan, according to FAR 52.222-50. This course will educate participants on what human trafficking is, how to recognize human trafficking situations, and what contractors and their employees are required to do to help stop this violation of human rights.