Spotlight for Career Services ProfessionalsSpotlight for Recruiting ProfessionalsSeptember 4, 2013
The Office of Federal Contract Compliance Programs has released updated regulations on the employment of veterans and individuals with disabilities under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act.
Jackson Lewis LLP reports that these regulations have significant implications for federal contractors, who will see an increase in their recordkeeping obligations and required changes to their applicant-tracking and human resources information systems.
The VEVRAA rule provides contractors with a quantifiable metric to measure their success in recruiting and employing veterans by requiring contractors to annually adopt a benchmark either based on the national percentage of veterans in the work force (currently 8 percent), or their own benchmark based on the best available data. According to the U.S. Department of Labor, the rule strengthens accountability and record-keeping requirements, enabling contractors to assess the effectiveness of their recruitment efforts, and clarifies job-listing and subcontract requirements to facilitate compliance.
The Section 503 rule introduces a hiring goal for federal contractors and subcontractors that 7 percent of each job group in their work force be qualified individuals with disabilities. The rule also details specific actions contractors must take in the areas of recruitment, training, record keeping, and policy dissemination—similar to those that have long been required to promote workplace equality for women and minorities.
The rules will become effective 180 days after their publication in the Federal Register. More information about the updated regulations is available at www.dol.gov/ofccp/VEVRAARule/ and www.dol.gov/ofccp/503Rule/.
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