The OFCCP updates FAQs regarding new Section 503 and VEVRA regulations.
New OFCCP FAQs for Section 503 and VEVRA
The OFCCP has released an update to its online FAQs surrounding the recent changes to Section 503 and Vietnam Era Veterans’ Readjustment Assistance Act regulations (VEVRA). The update also includes answers to questions regarding disability data collection, voluntary self-identification and utilization goal mandates. Both sets of new rules went into effect in March 2014 and introduce a number of new annual data collection and analysis requirements for employers with government contracts.
Are you in compliance?
Employers with federal government contracts or subcontracts of $10,000 or more are obligated to comply all new Section 503 and VEVRA regulations. The New Rules for Section 503 strengthen the enforcement of existing regulations and put into place new requirements around recruiting, hiring and accommodating individuals with disabilities.
We continue to see employers’ careers pages that are set up incorrectly. Most often this is a direct result of their applicant tracking system provider not understanding or just plain ignoring the new requirements. The most common mistakes made by employers include:
1. No OFCCP introduction page used to explain the new application process to job applicants
2. Lack of enhanced voluntary self-identification functionality to accommodate protected veterans
3. Absence of a digital version of Form CC-305 for applicants to complete easily online from any internet connection
To ensure compliance and to avoid time-consuming audits and costly fines, we suggest asking your hiring software vendor to outline changes they’ve made to their technology to accommodate all the new regulations.