New Affirmative Action Rules Focusing on Veterans and Individuals With Disabilities

Author: Beth P. Zoller and David B. Weisenfeld, XpertHR Legal Editors

The Office of Federal Contractor Compliance Programs (OFCCP) has new hiring rules that affect an employer. These rules modify the compliance obligations under the Vietnam Era Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act.

While in the past affirmative action efforts focused on minorities and women, these new rules focus on veterans and individuals with disabilities. The OFCCP is imposing several new requirements on contractors with regard to hiring and recordkeeping including:

  • Setting a nationwide 7 percent hiring goal for individuals with disabilities;
  • Setting an 8 percent benchmark for protected veterans under VEVRAA;
  • A requirement that federal contractors invite job applicants to self-identify as an individual with a disability or a veteran both pre-offer and post-offer; and
  • Increased recordkeeping requirements of at least three years.

The rules apply to covered contractors and subcontractors with 50 or more employees. Federal contractors and subcontractors who are covered should be aware of the final rules and the new requirements to ensure that they are compliant. Current federal contractors with a written affirmative action plan in place have additional time to comply with the final rules.

Using XpertHR's various Tools and resources can help a federal contractor or subcontractor comply with these new regulations.

Employment Law Manual

Recruiting and Hiring > Affirmative Action Planning

Employee Management > EEO - Affirmative Action

Podcast

OFCCP's Rule Changes Bring Big Implications for Contractors

How To

How to Prepare an Affirmative Action Plan

How to Manage an Affirmative Action Plan

How to Conduct an Affirmative Action Internal Audit

How to Create a Diverse Workforce

Tasks

Prepare an Affirmative Action Plan

FAQs

What steps should federal contractors take in order to comply with the Office of Federal Contract Compliance Programs' (OFCCP's) Final Rule regarding Section 503 of the Rehabilitation Act of 1973?

Are employers that have federal construction contracts required to have a written Affirmative Action Plan?

Who needs to draft an affirmative action plan?

What is the best advice for an employer to avoid an affirmative action audit?

Why must an affirmative action employer keep good track of applicant flow for job openings?

What kind of affirmative action requirements do employers with federal contracts have to meet for individuals with disabilities and veterans?

Law Report

Federal Affirmative Action Programs Subject to Highest Standard of Review

Affirmative Action

Affirmative Action Plan (AAP)

Contracting Federal Agency