4 Ways to Avoid Suspensions or Terminations of Federal Contracts

 Photo by {artist}/{collectionName} / Getty Images Photo by {artist}/{collectionName} / Getty Images

Business Tips for Government Contractors

Government contracting can be had by selling services and goods to agencies of the government. A government contractor must know the ins and outs of the federal contracting field to get government contracting opportunities. However, not all contracts run smoothly. When a business goes foul, there are serious consequences.

A suspension is the government’s way of protecting itself from contractors that fail to deliver. Although it is temporary, a suspension will disable your company from acquiring another federal contract. There is termination when the government stops a contract even before its expiration either because it no longer serves its needs or when it is convenient for the government’s interest. Both of these are detrimental to government contractors.

Responsibilities of Government Contractors

To avoid suspensions and suspensions, government contractors must know their responsibilities to the government.

First of all – and most importantly – they must know the different terms and conditions of the contract. Know the contents of the government contract by heart and abide by them. It is also good to grant the rights of the prevailing wage contractors and make sure you follow the government’s existing labor laws.

At all times, government contractors must avoid violations, fraud falsifications, and many other offenses.

4 Ways Government Contractors can Avoid Suspension and Termination

  • Have a contractor code of business ethics and conduct.

A contractor code of business ethics and conduct is a requirement for all government contractors. Aside from acquiring one, you must make sure that everyone complies strictly with the contractor code of business ethics and conduct to avoid offenses.

  • Encourage strict compliance.

Government contracting has requirements and policies that need to be followed by all government contractors and their workers. To ensure proper compliance, you can schedule training programs for your employees to review and study the policies.

  • Check employment eligibility of employees.

To avoid further problems that concern your employees, make sure that you check their eligibility status. An internet system such as E-verify is a useful tool to get information about your employees.

  • Be prepared and have a crisis management plan.

The worst thing that can happen when compliance problems and offenses occur is when government contractors do not have a plan to address them. Have an action plan ready in case of a disruptive event.

ARCHER JORDAN Helps you Deal with the Intricacies of Government Contracting

If you want to know more about the responsibilities of a government contractor and the policies in government contracting, seek assistance from a fringe benefits advisor like ARCHER JORDAN.

Know more about government contracting and state prevailing wage laws that concern both contractors and prevailing wage workers. Call us at +1 888-745-0754 today.

5-Easy Steps to Fringe Benefit Compliance

In this FREE guide we’ll show you how to create a fringe benefit plan that secures your business

   
           
   

Categories

ACA
AD & D
Affordable Care Act
AHCA
AK Prevailing Wage
AL Prevailing Wage
AR Prevailing Wage
AZ Prevailing Wage
CA Prevailing Wag
CA Prevailing Wage
CA Prevailing Wage 401k
Call Centers
CO Prevailing Wage
COBRA
Compliance Tips
Critical Illness
CT Prevailing Wage
Davis Bacon Act
DE Prevailing Wage
Department of Labor
Disability Insurance
Education
Employee Benefits
Employee Training
Employer Tips
ERISA
Farm Labor Plan
Fixed Indemnity
FL Prevailing Wage
Fringe Benefits
GA Prevailing Wage
Government Contracting
Government Contractors
Health and Welfare Wrap
Healthcare Benefits
HI Prevailing Wage
Hospitality
Hospitality Benefits
Hourly Seasonal Workers
Hourly Workforce
Human Resources
ID Prevailing Wage
IL Prevailing Wage
IN Prevailing Wage
IO Prevailing Wage
IRS
KS Prevailing Wage
KY Prevailing Wage
LA Prevailing Wage
Limited Medical
MA Prevailing Wage
Major Medical Insurance
McNamara-O’Hara Act
MD Prevailing Wage
ME Prevailing Wage
MEC
MEC and MVP
MEC MVP
MI Prevailing Wage
MN Prevailing Wage
MO Prevailing Wage
MS Prevailing Wage
MT Prevailing Wage
MVP
NC Prevailing Wage
ND Prevailing Wage
NE Prevailing Wage
NH Prevailing Wage
NJ Prevailing Wage
NM Prevailing Wage
NSRMCA Members
NV Prevailing Wage
NY prevailing wage
OH Prevailing Wage
OK Prevailing Wage
OR Prevailing Wage
OSHA
PA Prevailing Wage
Part Time Employees
Podcast Guest Appearances
Prevailing Wage
Prevailing Wage Workers
Restaurant Group Benefits
Retirement Plans
RI Prevailing Wage
SC Prevailing Wage
SCA Audits
SCA Compliance
SD Prevailing Wage
SDVOB
SDVOSB
Seasonal Workers
Service Contract Act
Small Business
Staffing
State Prevailing Wage
SUB Plan
Supplemental Benefits
Supplemental Unemployment
Third Party Administrator
TN Prevailing Wage
Trust Services
TX prevailing wage
Uncategorized
UT Prevailing Wage
VA Prevailing Wage
Violations – SCA
Voluntary Benefits
WA Prevailing Wage
Wellness
WI Prevailing Wage
Workplace Health
Workplace Safety
WV Prevailing Wage
WY Prevailing Wage