Business & Employment
Many government contract regulations, and contract clauses that are required by those regulations to be inserted into prime contracts and subcontracts, impose requirements on contractors that go well beyond a contractor’s performance under a government contract or subcontract. In fact, quite a number of government contract rules impact how a government contractor’s business is managed, how it is run on a day-to-day basis, and how it treats its workforce. The Amadeo Law Firm law firm provides sophisticated and thoughtful guidance to its clients so that they comply with these business and employment mandates.
For many entrepreneurs and business owners, government contracting rules and requirements have to be considered even before their business organizations are formed. For example, companies that wish to bid on or perform under contracts set aside for small businesses under one of the Small Business Administration’s programs like the 8(a) business development program, women-owned small business (WOSB) program, service-disabled veteran-owned small business (SDVOSB) program, and the HubZone small business program, have to meet the specific ownership and management requirements to be eligible for those contracts. The Amadeo Law Firm advises business owners and managers so that governing documents like bylaws, operating agreements, and partnership agreements comply with these ownership and management requirements.
Some government contracting rules, like “Buy American” regulations, can impact a contractor’s manufacturing practices and its supply chain management. Another aspect of a government contractor’s day-to-day operations that typically will be subject to government contracting regulations, regardless of its business size, is its workforce management. For example, federal government contracting regulations include a number of employer mandates that require government contractors to meet specific requirements on employee wages, hours, and benefits, hiring and employment opportunities, affirmative action, whistleblower protection, business ethics, and personal conflicts of interest. Moreover, setting aside regulatory requirements, government contractors like technology companies that deliver proprietary hardware, software or information systems to government customers, may need to adopt employment policies that maintain the value of their proprietary technology.
The Amadeo Law Firm provides timely guidance so that government contracting employers adopt "best practices" and comply with regulations that impact their employment policies and how they produce their goods and services.
Formation & Governance
- Bylaws, Operating & Partnership Agreements
- WOSB, SDVOSB, 8(a), HUBZone Compliance
- Organizational Conflicts
- Business Ethics & Policies
Transactions
- Supply Chain Management
- Commercial Transactions
- Vendor Selection
- Controlled Item Export Restrictions
- Licenses
Employment
- Wage & Benefits
- EEO & Affirmative Action
- Employment & Nondisclosure Agreements
- FAR & DFARS Employer Mandates