The Firm has a long history of representing and defending government contractor and subcontractor clients in literally hundreds of audits of their employment practices by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). We assist our clients in the submission of data to the OFCCP, represent them during desk and on-site audits, and have succeeded in defeating or greatly reducing claims of back pay in the context of hiring, termination, promotion and compensation practices.  Even with the OFCCP’s substantially reduced workforce and enforcement-scope in the wake of Executive Orders issued by President Trump in early 2025, we preemptively provide compensation reviews and analyses of employment activity for our clients to assist in identifying potential pay disparity or adverse impact issues that should be addressed in connection with litigation-avoidance and, more critically, overall compliance with numerous anti-discrimination laws.

Kullman attorneys and paralegals have even more extensive experience in, over the decades, preparing thousands of affirmative action plans for our contractor clients that are fully legally compliant and true to the spirit of equal employment opportunity but minimize unnecessary risks and burdens to our clients.  Our experience and our successes in all facets of this practice area have prepared us for advising and potentially defending our contractor and subcontractor clients as compliance with federal and state regulations in the affirmative action and nondiscrimination arena continue to change rapidly.