On June 18, officials at the White House announced that President Obama would be issuing yet another Executive Order prohibiting federal contractors from discriminating on the basis of gender identity and sexual orientation, and on July 21, President Obama signed the Order. This Executive Order becomes effective immediately and specifies that the amendments to Executive Order 11246 apply to federal contracts entered into on or after the effective date on which the Department of Labor (DOL) implements the new regulations. The Secretary of Labor has 90 days within which to propose regulations (DOL regulations) to implement the requirements of the new Order.  If you are a federal contractor subject to E.O. 11246, we recommend you proactively review your EEO/AA policies and affirmation of discrimination language in your company affirmative action plan narratives to determine whether gender identity and sexual orientation are included.