Published: July 2015
On September 24, 2013, Office of Federal Contract Compliance Programs (OFCCP) published a Final Rule in the Federal Register, making changes to the regulations of Section 503 of the Rehabilitation Act and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). The new regulations went into effect March 24, 2014, and the highlights of the regulations included:
- Establishment of a 7% utilization goal for qualified Individuals with Disabilities (IWD)
- New recordkeeping requirements
- Hiring benchmark in the Protected Veterans (PV) affirmative action plan (AAP)
- Job posting language requirements
- EEO tagline
- Requirement of contractors to invite applicants to voluntarily self-identify
It’s been over a year since the new regulations went into effect, and it’s imperative organizations have an understanding of how OFCCP is enforcing these regulations.
Berkshire Associates’ latest white paper “OFCCP’s VEVRAA and Section 503 Enforcement: What Federal Contractors Need to Know,” discusses the agency’s new enforcement efforts, and shares valuable advice on how contractors can manage the new expectations during an audit.
This informative HR white paper examines the following:
- Who’s required to do what, and when
- OFCCP’s requests during Veterans and Individuals with Disabilities audits
- Common questions during audits
- Tips for proving compliance
- Audit support information and resources
The new VEVRAA and Section 503 Regulations are in effect. Now is the time for federal contractors to prepare for OFCCP’s new enforcement efforts!
To find out how Berkshire can help you ensure your affirmative action efforts are in compliance, contact us at email@example.com or call 800.882.8904.