OFCCP updates FAQs on new VEVRAA and
Section 503 Final Rules
OFCCP has updated the Frequently Asked Questions (FAQs) regarding Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act (Section 503) Final Rules. The new FAQs address questions the OFCCP has received regarding the implementation of the new rules.
A few of the new FAQs include:
1. May contractor satisfy the EEO tagline requirement by abbreviating "disability" and "protected veteran status" as "D" and "V", respectively?
Contractors may refer to those protected by Section 503 or VEVRAA by abbreviation, but such abbreviations must be commonly understood by those seeking employment. Simply using "D" and "V" are not adequate abbreviations for this reason. For those protected by Section 503 or VEVRAA, the tagline should at a minimum state "disability" and "vet" so that the tagline will be clearly understood by jobseekers.
2. The data collection requirements in section 60-300.44(k)(2) of the Final Rule require contractors to document "the total number of job openings and total number of jobs filled." Does the "total number of openings" refer to the number of requisitions or job vacancy announcements, or to the number of individual open positions referenced in the requisitions or announcements?
The total number of job openings refers to the number of individual positions advertised as open in a job vacancy announcement or requisition. For example, if one job vacancy announcement or requisition includes 5 open positions and results in 4 hires, the contractor would document this as 5 job openings and 4 jobs filled.
Use the links below to view the complete FAQs:
The VEVRAA FAQs are available at http://www.dol.gov/ofccp/regs/compliance/faqs/VEVRAA_faq.htm.
The Section 503 FAQs are available at http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm.
Connect with DOL at http://social.dol.gov! U.S. Department of Labor For Immediate Release Aug. 6, 2014 Office of Public Affairs Contact: Laura McGinnis Michael Trupo Washington, D.C. Phone: 202-693-4653 202-693-6588 Release Number: 14-1451-NAT Email: firstname.lastname@example.org email@example.com
U.S. Department of Labor news materials are accessible at http://www.dol.gov. The department’s Reasonable Accommodation Resource Center converts departmental information and documents into alternative formats, which include Braille and large print. For alternative format requests, please contact the department at (202) 693-7828 (voice) or (800) 877-8339 (federal relay).
Rule to collect summary pay data from federal contractors proposed by US Labor Department
Equal Pay Report would help combat pay discrimination
WASHINGTON – The U.S. Department of Labor today announced a proposed rule requiring federal contractors and subcontractors to submit an annual Equal Pay Report on employee compensation to the Office of Federal Contract Compliance Programs. Under the terms of the proposal, this requirement would apply to companies that file EEO-1 reports, have more than 100 employees and hold federal contracts or subcontracts worth $50,000 or more for at least 30 days. Through the Equal Pay Report, OFCCP would be able to collect summary employee pay and demographic data using existing government reporting frameworks.
President Obama signed a presidential memorandum on April 8 instructing the secretary of labor to propose a rule within 120 days to collect summary compensation data from federal contractors and subcontractors. The proposal tabled at the Federal Register today reflects criteria set forth by the president to maximize the efficiency and effectiveness of OFCCP’s enforcement programs, minimize the burden placed on federal contractors, and use data to encourage greater voluntary compliance with the law. The proposed Equal Pay Report would also help OFCCP direct its enforcement resources toward contractors whose summary compensation data suggests potential pay violations.
The rule will be published in the Federal Register on Aug. 8, and all comments must be received by Nov. 6, 2014. To read and comment on the proposed rule, please visit http://www.dol.gov/ofccp/EPR.
OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. These three laws require those who do business with the federal government, contractors and subcontractors, to follow the fair and reasonable standard that they not discriminate in employment on the basis of sex, race, color, religion, national origin, disability or status as a protected veteran. For more information, please call OFCCP’s toll-free helpline at 800-397-6251 or visit http://www.dol.gov/ofccp.