Disability Employment Requirements: New Checklist Issued by OFCCP
by Steven Smith
Recently the Department of Labor released a checklist to help employers regulated by the Office of Federal Contract Compliance Programs (OFCCP) better analyze whether their affirmative action plan meets the government’s requirements. While the list itself certainly cannot replace due diligence on the part of the employer to ensure they are compliant with regulatory requirements of Section 503 of the Rehabilitation Act, it is a great way to do a self audit of your current situation in case there are things you may be currently overlooking.
Conduct an internal audit of your current situation in case there are things you may be currently overlooking
While the OFCCP reminds employers “using this checklist does not guarantee or equate to compliance with the regulations,” they are stating that the checklist itself “is organized to assist federal contractors with 50 or more employees and a contract of $50,000 or more to benchmark their current activities against Section 503, Subpart C Affirmative Action Program requirements. By comparing their current activities against regulatory requirements, federal contractors can develop an Affirmative Action Program that ensures equal employment opportunity and fosters employment opportunities for individuals with disabilities.”
As stated in the checklist, the purpose of Section 503 is to “set forth the standards for compliance with section 503 of the Rehabilitation Act of 1973, as amended (29 U.S.C. 793), which prohibits discrimination against individuals with disabilities and requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. [60.741.1]”
Complying with Affirmative Action laws, the Americans with Disabilities Act, and various federal employment regulations can be a tricky business. Make sure to keep up on the latest changes in regulations that effect employment and apply them to your company’s hiring process so you don’t run into any problems in the long run.
– Steven J Smith, SHRM-CP, PHR
If you would like more information about how ApplicantPro can assist you in accommodating with these new disability employment requirements, please contact us!
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