The U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) has posted information on its website to help federal contractors comply with the new regulations pertaining to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act.
The new resources are:
- The VEVRAA benchmark database;
- The Disability and Veterans Community Resources Directory; and
- The voluntary self-identification of disability form.
VEVRAA benchmark. New regulations for VEVRAA and Section 503 took effect on March 24. Contractors that are required by VEVRAA to develop a written affirmative action program must establish a hiring benchmark for protected veterans each year or adopt the national benchmark provided by the OFCCP.
The database includes the national benchmark—the annual national percentage of veterans in the civilian labor force—as well as data contractors can use to develop an individualized benchmark.
Even though the regulations took effect on March 24, contractors don’t have to comply with the affirmative action requirements of Subpart C of VEVRAA and Section 503 until their next affirmative action plan cycle. However, contractors are encouraged to update their computer systems and employment practices right away so that they can come into compliance as soon as possible.
Disability and Veterans Community Resources Directory. During the rulemaking process, the OFCCP heard from contractors asking for help in identifying community and other resources to help them recruit veterans and individuals with disabilities. The OFCCP and other federal agencies compiled a nonexhaustive directory of groups that provide assistance with training, recruiting, and hiring veterans and people with disabilities. The directory is available for download in Excel format, or it can be searched by state or region.
Voluntary self-identification of disability form. The OFCCP’s form for self-identification of a disability is designed to help employers assess their efforts to hire individuals with disabilities. The form explains to employees and applicants that they are being asked to say whether they have a disability and whether they’ve had a disability in the past.
The form also explains that employees are not required to complete it and any information they disclose won’t be held against them. The form gives examples of conditions considered to be disabilities under Section 503 and is available in English and Spanish.