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Workplace Dynamics releases a new compliance tool for VEVRAA & Section 503

2014-01-13

Workplace Dynamics LLC has developed the Contractor Compliance Checklist – VEVRAA and Section 503 Revised Regulations to help your organization get into compliance with the changes to these regulations.  The checklist is divided into the following three sections:

  1. General information regarding changes to each regulation.
  2. Compliance Requirements by March 24, 2014.  These are items that must be implemented by March 24th.
  3. Phased In Compliance – Implementation at AAP Update After March 24, 2014.  These are items that must be done by the date of your plan updated after March 24, 2014. For instance, if you have a plan date of May 1, 2014 - April 30, 2015, you must implement these compliance changes by May 1, 2014. If you have a plan date of January 1, 2014 - December 31, 2014, you don't have to get into compliance with the items identified in this section until January 1, 2015. OFCCP recommends that you get into compliance sooner than later, but there is no legal requirement to do so.

For each section of the regulation where a change has occurred, we have identified the compliance requirement that is mandated and have indicated whether it applies to both regulations or specifically to VEVRAA or Section 503.  If the change requires that an action occur on your part, it has been so designated under the Action Item column.  To assist you track the completion of these action items, we have also included a column title “done.”  Keep in mind that some of the action items may require involvement from other areas outside of HR (e.g. contracts, IT) as well as from outside vendors (e.g. applicant tracking system, job posting delivery service).  For this reason, we recommend that you contact these outside organizations to ensure compliance in advance of your required compliance date.

 You will notice that the AAPs for Veterans and Individuals with Disabilities developed after your phased in compliance date will be much more burdensome than in previous years.  In summary, the following are new requirements:

  • Invitation to self-identify – pre-offer, post-offer, ongoing employee surveys, and follow-up communication with employees(page 7)
  • Data collection and analysis (page 9)
  • Utilization goals for Individuals with Disabilities (page 10)
  • Hiring benchmarks for Veterans (page 9)
  • Assessment of outreach and recruitment efforts (pages 8, 9)

Workplace Dynamics is here to assist you with this process.  Do not hesitate to contact us if you have any questions.