disability

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As we previously reported, OFCCP’s updated Voluntary Self-Identification of Disability Form (CC-305) was approved by the Office of Management and Budget (OMB) in April 2023. Form CC-305 was updated to include “the preferred language for disabilities and… additional examples of disabilities.” Federal contractors and subcontractors (“Contractors”) must begin using…

Last month, the Office of Federal Contract Compliance Programs (OFCCP) created the Disability and Veterans Community Resources Directory.  The goal of the Directory is to assist contractors in locating community and other resources for recruiting veterans and individuals with disabilities.  The Directory contains a non-exhaustive list of groups and organizations…

Many contractors have been preparing for the past several months for the first group of compliance obligations imposed by the Final Rules adopted by OFCCP in August 2013.  In five short days, the first set of obligations will become effective.  Is your organization ready to implement the first set of compliance obligations?  Does it have its “ducks in a row” to implement the second set by the start of your next AAP cycle?

On September 19, 2013, two members of the House of Representatives’ Education and Workforce Committee sent a letter to Department of Labor Secretary Thomas Perez seeking additional information regarding the regulations recently adopted by the Office of Federal Contract Compliance Programs (“OFCCP”) regarding individuals with disabilities and protected veterans.  As…

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…

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.