OFCCP recently updated its Frequently Asked Questions (“FAQs”) on the implementation of the Vietnam Era Veterans’ Readjustment Assistance Act (“VEVRAA”) and Section 503 of the Rehabilitation Act final rules. The most recent FAQs address questions regarding the availability of the “EEO is the Law” poster, the ability to use human resource information systems as the data analysis file for self-identification records, and acceptable language for Equal Opportunity clauses.
District Court Rejects Challenge to Section 503 Final Rule
By Andrew Aitchison on
On Friday, March 21, 2014, Federal District Judge Emmet Sullivan ruled in favor of the Office of Federal Contractor Compliance Programs’ (“OFCCP”) recent rule implementing Section 503 of the Rehabilitation Act, denying a challenge by the Associated Builders and Contractors trade organization (“ABC”). As a result, OFCCP’s Rule—“Affirmative Action and…
OFCCP Publishes FAQs Addressing Implementation of the New VEVRAA and Section 503 Final Rules
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On December 17, 2013, the Department of Labor’s Office of Federal Contract Compliance Programs (“OFCCP”) published additional Frequently Asked Questions (“FAQs”) on the implementation of the Vietnam Era Veterans’ Readjustment Assistance Act (“VEVRAA”) and Section 503 of the Rehabilitation Act final rules.
As discussed in prior Government Contractor Compliance &…
OFCCP Submits New Veterans and Disability Regulations to OMB
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Yesterday, the long-awaited proposed regulations of the Office of Federal Contract Compliance Programs (“OFCCP”) addressing federal contractors’ affirmative action and nondiscrimination obligations for both individuals with disabilities and covered veterans were submitted to the Office of Management and Budget (“OMB”) for review.
The proposed regulations, as written, would make significant…
Release of New Disability and Veterans Regulations Appears Imminent
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The Office of Federal Contract Compliance Programs (OFCCP) has extended the projected date for the release of final rules regarding federal contractors’ affirmative action and nondiscrimination obligations for individuals with disabilities and protected veterans. OFCCP had projected that the final regulations would be published earlier this year. The Office of…
Contractors: Is Your Company’s Web Site Accessible to Individuals With Disabilities? (OFCCP Thinks It Should Be)
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In December, 2011, the Office of Contract Compliance Programs (OFCCP) caused much consternation among the federal contracting community by publishing proposed changes to the affirmative action and nondiscrimination obligations of contractors and subcontractors regarding individuals with disabilities. Much has been written and discussed regarding the proposed data tracking requirements, utilization goals, solicitation requirements, and outreach efforts contemplated by the proposed regulations, but relatively little attention has been paid to the proposed addition of one particular sentence to 41 CFR §60-741.44(b), Review of Personnel Processes:
In addition, the contractor shall ensure that its use of information and communication technology is accessible to applicants and employees with disabilities.
If you are a federal contractor, this provision will require your websites, mobile applications, applicant systems and other means of communicating with employees and the public be accessible, to the extent feasible, to individuals with disabilities.