Companies contracting with the federal government or receiving subcontracts from primary contractors are required to comply with executive orders and other laws calling for affirmative action and workplace accommodation. The Office of Federal Contract Compliance Programs (OFCCP or compliance office), which administers compliance with these requirements, recently issued final regulations implementing provisions of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA or veterans act) and Section 503 of the Rehabilitation Act of 1973 (Section 503) which expand affirmative action obligations covering veterans and individuals with disabilities.
According to the compliance office, the new VEVRAA rules are necessary in light of the increased number of veterans, and in particular those with disabilities, returning from Iraq and Afghanistan. With respect to Section 503, the compliance office maintains that despite technological advancements to assist individuals with disabilities in performing jobs, disparities in hiring and retention persist. Accordingly, the new rules are intended to revise “an outdated framework that does not reflect the realities of today’s workplace.” U.S. Dept. of Labor OFCCP, Section 503 Frequently Asked Questions, available at http://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.htm. While the new rules do not embrace some of the more controversial aspects of the originally proposed rules, they mark a significant shift in the law and require attention by employers.
