FEDERAL CONTRACTOR COMPLIANCE ALERT: $25 Million Accenture Settlement – Civil Rights Noncompliance Can Become False Claims Act Exposure

Federal contractors should take notice. On September 14, 2026, the U.S. Department of Justice announced that Accenture Federal Services, Accenture plc, and Accenture LLP agreed to pay $25 million to resolve allegations that they violated the False Claims Act (FCA) by failing to comply with nondiscrimination requirements in federal contracts while allegedly discriminating in employment…
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Part 1: When Civil Rights Compliance Becomes a False Claims Act Risk

How DOJ Is Connecting Civil-Rights Compliance to the False Claims Act Federal contractors are entering a new era of civil-rights enforcement. On August 25, 2026, Deloitte, a Federal Contractor, agreed to pay $21.5 million to resolve Department of Justice allegations that it violated the False Claims Act by certifying compliance with federal-contract nondiscrimination requirements while…
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PART 3 – Workforce Diagnostics: Identify Risk Before Someone Else Does

Against this backdrop, relying solely on written nondiscrimination policies may not be enough. An organization can have well-designed policies, experienced HR professionals and established procedures, and still have workforce patterns that management does not know exist. A proactive Workforce Diagnostic Analysis provides an objective, data-driven way to examine what is actually happening across the workforce….
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OMB Approves Renewal of Form CC-305: Federal Contractors Must Continue Collecting Voluntary Disability Self-Identification Information

On July 16, 2026, the Office of Management and Budget (OMB) has approved the continued use of Form CC-305 (Voluntary Self-Identification of Disability), reaffirming that covered federal contractors remain subject to the disability self-identification requirements under Section 503 of the Rehabilitation Act. The approved form is available on the U.S. Department of Labor’s website. OFCCP…
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Opinion | Abandoning EEO Data Collection Will Not Eliminate Discrimination, It Will Make It Harder to Detect

The Equal Employment Opportunity Commission’s (EEOC) recent proposal to rescind the EEO-1 through EEO-6 reporting requirements marks one of the most significant shifts in federal equal employment policy in decades. The Commission argues that these reports are inconsistent with equal employment law, potentially unconstitutional, unnecessarily burdensome, and no longer needed to enforce anti-discrimination laws. While…
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