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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.

                

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OFCCP Posts New Section 503 Checklist Tool

 

OFCCP has posted a new interactive tool that contractors may find useful. The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 was developed by the Department of Labor’s Office of Disability Employment Policy, in coordination with OFCCP. The Checklist is designed to help contractors assess their compliance with the affirmative action program (AAP) requirements of Section 503 by answering a series of “yes/no” questions about their company’s practices and policies.  

 

Contractors are not required to use the Checklist, and using the Checklist does not ensure compliance with the Section 503 regulations. However, using the Checklist may help a contractor enhance its awareness of its AAP obligations and alert it to potential compliance problems that may need correction.

 

The Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973 can be found at http://www.dol.gov/ofccp/regs/compliance/ChecklistforCompliancewithSection503_JRF_QA_508c.pdf on OFCCP’s Contractor Assessment Tools and Trackers Web page.

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Application Deadline: October 2, 2015

 

 

Awards: A one-time $1,000 will be awarded.

 

Eligibility: CALG individual and corporate members pursuing a college degree or working toward a Human Resources related certification (e.g., PHR, SPHR, CAAP, etc.) are eligible to apply. CALG board members are not eligible.

 

 

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Individuals must provide evidence of acceptance or enrollment in a degree-seeking program pursuing an undergraduate, masters or doctorate degree in an HR-related field (includes business, psychology, organizational development, etc.) through an accredited institution of higher learning. Full-time, part-time, online and distance learning programs are acceptable. Academic scholarships are for college degree programs only, and may not be used to attend professional development seminars.

 

 

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Links to both applications are attached.

 

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Testimonials

Being a member of CALG gives me an opportunity to stay up-to-date with AAP requirements and trends, and to hear valuable information from experts in the field. With this information I can better assist my clients in complying with OFCCP guidelines and requirements. CALG also enables me to communicate with other HR professionals concerning ideas for enhancing Affirmative Action processes and procedures.

Gale L Staff, John B. Kuhn and Associates

The benefits of my company being a member of CALG is, “I learn from a group of highly skilled professionals the real issues that are confronting employers trying to meet the regulatory requirements associated with conducting business as a government contractor. "

Scott Thomas, Time Warner Cable

I became a member of the CALG because at the time I joined as a generalist I knew very little about the details of affirmative action. The CALG provided an organization that included many senior HR professionals who had many years of experience with affirmative action, who knew the details of the regulations, and who were willing to share their knowledge. In addition, CALG provided a opportunity to discuss regulatory issues directly with employees of OFCCP who were always willing to discuss and explain regulations.

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