The new OFCCP regulations addressing affirmative action obligations for protected veterans (VEVRAA) and individuals with disabilities (Section 503) were published in the Federal Register on September 24, 2013 and will become effective in two months, on March 24, 2014. Once effective, contractors will be required to begin a phased-in compliance process related to the regulations, which will impact recruitment, applicant, selection, and personnel processes and systems. Specifically, contractors will be expected to be in compliance with subparts A, B, D, and E on March 24th, and subpart C prior to a contractor’s next AAP cycle.
One of the most impactful changes of the regulations is the collection of new data points as detailed in subpart C. Included in these changes is a pre-offer invitation to self-identify as an individual with a disability or protected veteran. The final 503 self-identification form that is required for use verbatim was approved by OMB last week and is now available on OFCCP’s website.
In light of the significant compliance challenges posed by the new regulations for federal contractors and subcontractors, DCI Consulting has announced new compliance packages to support contractors’ preparations in meeting these regulatory requirements. DCI’s support packages provide contractors with education and consultation on the regulations, as well as practical tools for implementing the new requirements. A variety of service options will be available for selection dependent on the contractor’s needs. Further information related to these compliance packages will be made available in February.
by Jana Garman, M.A., Associate Consultant, and Yesenia Avila, M.P.S., HR Analyst, DCI Consulting Group
