The Office of Federal Contract Compliance Programs (OFCCP) published two new rules related to the enforcement of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973 (Section 503). The changes require government contractors to take affirmative action to recruit and hire individuals with disabilities (IWDs) and veterans. Enforcement of these rules goes into effect on March 24, 2014.
VEVRAA – What has changed?
- Contractors must establish annual hiring benchmarks for veterans.
- Companies will need to invite candidates to self-identify as a veteran at both the pre-offer and post-offer phases of the application process and be able to provide, annually, several comparisons of veterans who apply and veterans hired.
Section 503 Final Rule – What has changed?
- Introduction of nationwide 7% utilization goal for qualified IWDs.
- Companies will need to invite candidates to self-identify as an IWD at both the pre-offer and post-offer phases of the application process and be able to provide, annually, several comparisons of IWDs who apply and IWDs hired.
As a result of these changes, Jobvite will be introducing a new combined compliance form that includes EEO, VETS-100A and the new Section 503 self-identification forms. Contractors will have the ability to solicit this data from candidates either pre-hire, post-hire or both. If you are a government contractor and need assistance setting up Jobvite to collect this hiring data, please file a case or send an email to JobviteCares@jobvite.com and we will help. And, if you are not already taking advantage of Jobvite’s integration with the Veteran Affairs Apps for Heroes program to automatically distribute your jobs to the Veteran’s Job Bank, be sure to ask about that as well.