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ASBCA’s FY 2024 Report – Examining the Numbers

Client Alert | 3 min read | 01.06.25

On October 31, 2024, the Armed Services Board of Contract Appeals (ASBCA or Board) published its FY 2024 Report of Transactions and Proceedings, which provides statistics regarding the “adjudication of appeals, petitions for contracting officer final decisions, applications for fees and costs under the Equal Access to Justice Act, and other matters” of the Army, Navy, Air Force, Corps of Engineers, Defense Logistics Agency, Defense Contract Management Agency, Central Intelligence Agency, National Aeronautics and Space Administration, or the Washington Metropolitan Area Transit Authority. 

The ASBCA disposed of 419 cases in FY 2024, an increase from 375 in FY 2023. The agencies with the most docketed cases were the U.S. Army Corps of Engineers and the U.S. Navy, which were involved in 71 and 58 cases, respectively. 

In a year that saw the ASBCA resolve 126 cases on the merits, the Board considered issues of claim accrual, improper terminations for default, Contracts Disputes Act (CDA) jurisdiction, and compensable delay, among others. Crowell stays up to date on cases being decided by the ASBCA, and reports of these cases can be found on our Government Contracts Group’s “Insights” page here. A few of the noteworthy cases include:

Furthermore, the Federal Circuit disposed of nine ASBCA decisions on appeal with seven affirmed, one affirmed in part and vacated and remanded in part, and one dismissed.

The FY 2024 report also demonstrates that Alternative Dispute Resolution (ADR) remains a successful tool for resolving disputes at the ASBCA. The report indicates that the Board’s ADR program resolved 100% of cases in which the parties completed formal mediation sessions.

The full report can be found here.

Insights

Client Alert | 4 min read | 02.27.26

New Jersey Expands FLA Protections Effective July 2026: What Employers Need to Know

The New Jersey Family Leave Act (NJFLA) entitles eligible employees to up to 12 weeks of unpaid, job-protected leave per 24-month period for bonding with a new child, caring for a seriously ill family member, or responding to certain public health emergencies. The law covers employers with 30 or more employees worldwide, and employees must have at least one year on the job and 1,000 hours worked in the preceding 12 months to qualify. Unlike the federal Family and Medical Leave Act (FMLA), the NJFLA does not cover an employee’s own serious health condition, but instead pairs with New Jersey’s Temporary Disability Insurance (TDI) and Family Leave Insurance (FLI) programs, which provide partial wage replacement — funded through employee payroll contributions — when employees are out on qualifying leave. ...