Two new rules designed to improve employment opportunities for protected veterans and qualified workers with disabilities were published in the Federal Register today. To read and learn more about these new rules, please visit:
Both rules become effective on Monday, March 24, 2014. Federal contractors and subcontractors will be required to comply with most of the requirements of the new rules by this date. However, the rules give contractors additional time to comply with requirements in subpart C, which relates to affirmative action programs (AAPs). Contractors with AAPs in place on March 24 may maintain them until the end of their current AAP year, allowing them to delay compliance with the affirmative action requirements of the new rules until the start of their next AAP year.
Companies seeking additional information or compliance assistance should call OFCCP’s toll-free helpline at 1-800-397-6251, send an e-mail to OFCCP-Public@dol.gov or visit OFCCP’s web site at:http://www.dol.gov/ofccp/.
From: OFCCP Director Patricia A. Shiu
Sent: Tuesday, August 27, 2013
DOL Announces Final Rules to Improve Employment of Veterans & People with Disabilities
Earlier today, Vice President Biden announced two new rules that represent an historic advance for veterans and individuals with disabilities. By strengthening longstanding regulations under theVietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act, the new rules will ensure that qualified workers have more meaningful opportunities to find, secure and keep good jobs.
For the first time, these rules provide metrics — management tools that inform decision-making and provide real accountability — to measure federal contractors’ progress toward achieving equal opportunity for people with disabilities and protected veterans.
- The VEVRAA rule requires contractors to establish an annual hiring benchmark, either based on the national percentage of veterans in the workforce (currently 8%), or based on the best available data and factors unique to their establishments.
- The Section 503 rule establishes an aspirational 7% utilization goal for the employment of individuals with disabilities.
The rules will also facilitate the success of companies that do business with the federal government, by increasing their access to a large, diverse pool of qualified workers.
The need for these rules is clear – unemployment for certain veterans and persons with disabilities is disproportionately high.
- Veterans from Iraq and Afghanistan, who have given so much to serve their country, should be able to find employment – yet the annual unemployment rate for post-September 2001 veterans is higher than the rates for all veterans and for nonveterans.
- The unemployment rate for working-age people with disabilities in 2012 was 15%, compared with a rate of 8% for working age individuals without disabilities. This substantial disparity persists despite years of technological advances that have made it possible for many people with disabilities to apply for and successfully perform a broad array of jobs.
Being a federal contractor is a privilege — one that comes with the reasonable expectation to abide by the law and provide equal employment opportunity to all workers. Today’s new rules make those expectations clearer and more meaningful.
The rules will be published shortly in the Federal Register and will take effect 180 days later. You can read the Final Rules on the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at:
Compliance and Risk Management Guidance for Government Contractors
Learn more about our Solutions for Government Contractors and Affirmative Action Plan development resources from FosterThomas HR Consulting — click on an image below for more details: