New Hampshire Federal Construction Subcontractor Enters Agreement To Settle Hiring Discrimination Found by U.S. Department of Labor

BOSTON, MA – After a routine compliance review by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP), EnviroVantage Inc – a federal construction subcontractor at the Portsmouth Naval Shipyard construction megaproject – has entered into a conciliation agreement to resolve hiring discrimination at its Epping, New Hampshire, facility.

Investigators from OFCCP’s Boston District Office found that EnviroVantage Inc. discriminated in its hiring practices affecting 12 women who applied for Field Worker/Demo entry-level positions, a position traditionally held by males. EnviroVantage Inc. disputes the allegations but agreed to pay $100,000 to the affected female applicants and to hire 12 eligible female class members in the Field Worker/Demo entry level position. 

In addition, EnviroVantage, Inc. agreed to the following:

• Review and revise EnviroVantage’s selection process as needed for the Field Worker/Demo Worker position including implementation of improved policies to eliminate such adverse effects; 
• Ensure all policies and qualifications standards are uniformly applied to all applicants;
• Implement a system to track applicants and document decisions at each step in the hiring process;
• Train  all individuals involved in recruiting, selecting and tracking applicants for the Field Worker/Demo Worker positions on the hiring process; and
• Ensure hiring practices comply with federal law.

“This settlement highlights the success of our Mega Construction Project Program that ensures that federal contractors and subcontractors on large construction projects provide equal employment opportunity and extensive Office of Federal Contract Compliance Programs compliance assistance at the earliest stages of the project,” said Office of Federal Contract Compliance Programs Northeast Regional Director Diana Sen.

EnviroVantage Inc. is a federal subcontractor conducting abatement, demolition, and historical window and door restoration at the Portsmouth megaproject.

In addition to Executive Order 11246, OFCCP enforces Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These laws, as amended, make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discriminating against applicants or employees because they have inquired about, discussed, or disclosed their compensation or the compensation of others subject to certain limitations, and may not retaliate against applicants or employees for engaging in protected activities. These laws also require that federal contractors provide equal employment opportunity through affirmative action. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit https://www.dol.gov/ofccp/.

The mission of the Department of Labor is to foster, promote and develop the welfare of the wage earners, job seekers and retirees of the United States; improve working conditions; advance opportunities for profitable employment; and assure work-related benefits and rights.

Office of Federal Contract Compliance Programs v. EnviroVantage Inc.

Case Number: R00201474