President Trump May Cancel Obama’s Executive Labor Orders

Home / President Trump May Cancel Obama’s Executive Labor Orders

Labor Protections imposed by Obama on Federal Contractors for Thousands of U.S. Employees May Be at Risk

  • Employers doing business with the federal government must comply with Obama’s standing executive orders.  President Trump may overturn labor policies by executive order.
  • Among the thousands of new regulations since 2008 – Obama’s expansive labor executive orders may be over for thousands of workers.
  • President Trump may strike Obama’s orders on federal contractors and other area like employers doing business with the federal government.

President Trump may Cancel Former President Obama’s Executive Orders on Labor and Employment.

 

A list below of Obama’s executive orders that may be cancelled:

  • Executive Order 13672, July 21, 2014, “prohibiting discrimination based on sexual orientation and gender identity”
  • Executive Order 13693, March 19, 2015, “to maintain Federal leadership in sustainability and greenhouse gas emission reductions”
  • Executive Order 13706, Sept. 7, 2015, “establishing paid sick leave for federal contractors.”
  • Executive Order 13627, Sept. 25, 2012, “strengthening protections against trafficking in persons in federal contracts”
  • Executive Order 13658, Feb. 12, 2014, establishing a $10.10 hourly minimum wage for contractors and allowing for annual increases.
  • Executive Order 13494 Jan. 30, 2009, disallowing “certain costs that are not directly related to the contractors’ provision of goods and services”
  • Executive Order 13495, Jan. 30, 2009, protecting the employment of contract employees when a “follow-on contract” succeeds one that expired
  • Executive Order 13502, Feb. 6, 2009, encouraging executive agencies to consider “project labor agreements in connection with large-scale construction projects in order to promote economy and efficiency in Federal procurement.”
  • Executive Order 13665, April 8, 2014, prohibiting retaliation against any contract employee or applicant who “has inquired about, discussed, or disclosed the compensation of the employee or applicant or another employee or applicant.”
  • Executive Order 13673, July 31, 2014, the Fair Pay and Safe Workplace directive “to require prospective federal contractors to disclose labor law violations and give agencies guidance on how to consider labor violations when awarding federal contracts”

 

Know Your Rights – Consult with an Employment Attorney.

 

Contact Berlingieri Law, PLLC – Today.