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Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013
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Briefing on revisions to section 503 of the rehabilitation act of 1973 published august 2013

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For those who need to brief your HR team or Management Group on the changes in Section 503 of the Rehabilitation Act you may find these slides useful. …

For those who need to brief your HR team or Management Group on the changes in Section 503 of the Rehabilitation Act you may find these slides useful.

Feel free to adapt these slides to your specific needs.

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  • 1. Section 503 of the Rehabilitation act of 1973 Briefing on U.S. Department of Labor Final Rules on hiring and employment of people with disabilities As published 8/27/13
  • 2. WHO MUST COMPLY? Section 503 of the Rehabilitation Act of 1973 Affirmative action program requirements as revised applies to every Government contractor with 50 or more employees and a contract of $50,000 or more.
  • 3. Affirmative Action Required Affirmative action obligations require contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.
  • 4. IMPACT OFCCP Estimates – 67,919 Federal contractor companies impacted by this rule – Costs of implementing and maintaining compliance with the final rule will likely exceed $100 million annually.
  • 5. Invitation to self-identify According to OFCCP, “in order to ease burden on contractors”, they (OFCCP) will create a single, one-page form entitled “Voluntary Self- Identification of Disability” This standard form will be used for the pre-offer, post-offer, and the invitation to self-identify; The form will be simple, written plainly, and will provide employees the option of selecting between one of two identification options.
  • 6. Voluntary Self-Identification of Disability VOLUNTARY means contractor may not compel or coerce an individual to self-identify as an individual with a disability. – By inviting self-identification on a periodic basis will enable contractors to capture employees who may become disabled after their hire date or may feel more comfortable self-identifying once he or she has been employed for some time. Contractors will be required to invite each of their employees to self- identify, utilizing the “Voluntary Self-Identification of Disability” form provided by OFCCP during the first year it becomes subject to the requirements of this section, and at five year intervals, thereafter. At least once during years between each invitation, contractors must remind employees that they may voluntarily update their disability status at any time.
  • 7. Notification to Subcontractors, Vendors, and Suppliers Contractors are required to send written notification to subcontractors, vendors, and suppliers of the company’s affirmative action policy. The VEVRAA final rule also requires contractors to send written notification of the company policy related to its affirmative action efforts to all subcontractors, including subcontracting vendors and suppliers. OFCCP therefore expects that contractors will send a single, combined notice, informing subcontractors, vendors and suppliers of their VEVRAA and section 503 policies.
  • 8. Applicants All solicitations or advertisements for employees placed by or on behalf of the contractor must state “all qualified applicants will receive consideration for employment and will not be discriminated against on the basis of disability”. Contractors are also required to ensure applicants and employees with disabilities are provided the notice in a form that is accessible and understandable to the individual with a disability. (OFCCP offers as examples, providing Braille or large print versions of the notice, or posting a copy of the notice at a lower height for easy viewing by a person using a wheelchair). Contractors must ensure its electronic or online job application systems are compatible with assistive technology commonly used by individuals with disabilities, giving examples, such as screen reading and speech recognition software.
  • 9. Affirmative Action Support by Top US Executive The Affirmative Action policy statement must indicate the top United States executive, such as the Chief Executive Officer (CEO) or the President of the United States Division of a foreign company, supports the contractor’s affirmative action program. OFCCP suggests but does not require contractors to identify the official responsible for affirmative action activities on all internal and external communications regarding the contractor’s affirmative action program.
  • 10. Equal Opportunity Clause The “Equal Opportunity Clause” must be included in every subcontract or purchase order in excess of $10,000, unless exempted. Each contracting agency and each contractor is required to include the following equal opportunity clause in each of its covered Government contracts or subcontracts (and modifications, renewals, or extensions thereof if not included in the original contract):
  • 11. EQUAL OPPORTUNITY FOR WORKERS WITH DISABILITIES The contractor will not discriminate against any employee or applicant for employment because of physical or mental disability in regard to any position for which the employee or applicant for employment is qualified. The contractor agrees to take affirmative action to employ and advance in employment individuals with disabilities, and to treat qualified individuals without discrimination on the basis of their physical or mental disability in all employment practices, including the following: i. Recruitment, advertising, and job application procedures; ii. Hiring, upgrading, promotion, award of tenure, demotion, transfer, layoff, termination, right of return from layoff and rehiring; iii. Rates of pay or other form of compensation and changes in compensation; iv. Job assignments, job classifications, organizational structures, position descriptions, lines of progression, and seniority lists; v. Leaves of absence, sick leave, or any other leave; vi. Fringe benefits available by virtue of employment, whether or not administered by the contractor; vii. Selection and financial support for training, including apprenticeship, professional meetings, conferences, and other related activities, and selection for leaves of absence to pursue training; viii. Activities sponsored by the contractor including social or recreational programs; and ix. Any other term, condition, or privilege of employment. The Equal Opportunity Clause
  • 12. Equal Opportunity Clause Does Not Need To Be Verbatim Inclusion of the equal opportunity clause is required in the contract; however, It is not necessary to include the equal opportunity clause verbatim in the contract. The clause shall be made a part of the contract by citation to 41 CFR 60-741.5(a) and inclusion of the following language, in bold text, after the citation: “This contractor and subcontractor shall abide by the requirements of 41 CFR 60-741.5(a). This regulation prohibits discrimination against qualified individuals on the basis of disability, and requires affirmative action by covered prime contractors and subcontractors to employ and advance in employment qualified individuals with disabilities.”
  • 13. Action-Oriented Programs The existing regulations require contractors to measure effectiveness of affirmative action program and correct any identified deficiencies. In addition, the final rule includes a new paragraph entitled “Action-Oriented Programs” which requires contractors to develop action-oriented programs when problem areas have been identified by the utilization analysis, i.e., as result of review of outreach and recruitment efforts, and audit of the affirmative action program. These action-oriented programs may include the modification of personnel processes, alternative or additional outreach and recruitment efforts, and/or other actions designed to correct the identified problem areas and attain the established goal.
  • 14. Data Collection Analysis The Final Rule requires contractors to maintain Data Collection Analysis, documenting the following computations or comparisons pertaining to applicants and hires on an annual basis • The number of applicants who self-identified as individuals with disabilities or who are otherwise known to be individuals with disabilities; • The total number of job openings and total number of jobs filled; • The total number of applicants for all jobs; • The number of applicants with disabilities hired; and • The total number of applicants hired. These records must be maintained for a period of three (3) years
  • 15. Listing all job opportunities The Final Rule does not require (as originally proposed) that each contractor to establish three (3) “linkage” agreements with various disability service organizations to facilitate disability recruitment and eliminates the proposed requirements to list all job opportunities with the nearest Employment One-Stop Career Center and enter into linkage agreements… However, it retains existing language of the regulation which requires contractor to undertake “appropriate outreach and positive recruitment activities,” and provides suggested resources that contractors may utilize to carry out this general recruitment obligations.
  • 16. 7% Utilization Goal The Final Rule establishes one (7%) goal that applies to all contractors and all different job groups and creates no obligation for contractors to independently create goals specific to their organization or any particular job group. – All Contractors will be required to conduct a utilization analysis to evaluate the representation of individuals with disabilities in each job group within the contractor’s workforce in comparison with the 7% utilization goal using the same job groups established for utilization analyses under Executive Order 11246 – However, an exception is given to contractors with 100 or fewer employees who do not need to use the jobs groups established for utilization analyses under Executive Order 11246, and has the option to measure the representation of individuals with disabilities in its entire workforce with the 7% utilization goal.
  • 17. Testing Although not specifically called Disparate Impact, the Final Rule addresses “qualification standards, tests and other selection criteria. In general, it is unlawful for the contractor to use qualification standards, employment tests, or other selection criteria that screen out or tend to screen out an individual with a disability or a class of individuals with disabilities, on the basis of disability, unless the standard, test, or other selection criterion, as used by the contractor, is shown to be job-related for the position in question and is consistent with business necessity. Selection criteria that concern an essential function may not be used to exclude an individual with a disability if that individual could satisfy the criteria with provision of a reasonable accommodation.
  • 18. Marginal Functions Selection criteria that exclude or tend to exclude an individual with a disability or a class of individuals with disabilities on the basis of disability but concern only marginal functions of the job would not be consistent with business necessity. The contractor may not refuse to hire an applicant with a disability because the applicant’s disability prevents him or her from performing marginal functions.
  • 19. Uncorrected Vision Testing Unrelated uncorrected vision testing is addressed under “qualification standards and tests”. – It is unlawful for the contractor to use qualification standards, employment tests, or other selection criteria based on an individual’s uncorrected vision unless the standard, test, or other selection criteria, as used by the contractor, is shown to be job-related for the position in question and consistent with business necessity. – An individual challenging a contractor’s application of a qualification standard, test, or other criterion based on uncorrected vision need not be an individual with a disability, but must be adversely affected by the application of the standard, test, or other criterion.
  • 20. Review of Personnel Processes The Regulations retains existing language requiring periodic review of physical and mental job qualifications to ensure they do not screen out individuals with disabilities. However, the Final Rule adds a requirement that contractors annually review their outreach and recruitment efforts to determine whether they were effective and document its review.
  • 21. Documenting Outreach & Recruitment Activities The Final Rule requires contractors to document all outreach and recruitment activities they undertake to comply with the new rules and retain these documents for a period of 3 years. Under the existing regulations, contractors are required to establish meaningful outreach and recruitment contacts. Consequently, contractors’ outreach and recruitment should already be the subject of some documentation. This documentation may take several forms and may include, for example: 1. Numbers and types of outreach and recruitment events, 2. Targeted groups or types of participants for each event, 3. Dates or timeframes, 4. Location of the events, and 5. Who conducted and participated in the outreach and recruitment on behalf of the contractor.
  • 22. Training Employees & Policy Dissemination According to OFCCP there is no new burden related to this provision. The Final Rule does not incorporate the originally proposed requirement to have contractors conduct meetings with management and all other employees at least once a year to discuss the section 503 affirmative action policy. Rather, the Final Rule adopts the requirement to include the affirmative action policy in the contractor’s policy manual or otherwise make it available to its employees. The existing regulations currently require contractors to develop some internal procedure to communicate to employees its affirmative action obligation to employ and advance in employment individuals with disabilities. The Final Rule simply clarifies that one of the means by which contractors can do that is by including this in the policy manual. The Final Rule also gives contractors the flexibility to disseminate the policy by another means, which can include the method they are currently using to comply with the law.
  • 23. Audit & Reporting System Obligations The Final Rule requires contractors to comply with the audit and reporting system obligations by documenting the actions taken to: (1) Measure effectiveness of contractor’s affirmative action program. (2) Indicate any need for remedial action. (3) Determine degree to which contractor’s objectives have been attained. (4) Determine whether individuals with known disabilities have had opportunity to participate in all company sponsored educational, training, recreational and social activities. (5) Measure contractor’s compliance with AAP, and (6) Retain these documents as employment records subject to regulation recordkeeping requirements
  • 24. Reasonable Accommodation Obligations “It is unlawful for the contractor to fail to make reasonable accommodation to the known physical or mental limitations of an otherwise qualified applicant or employee with a disability as defined in the regulation unless such contractor can demonstrate that the accommodation would impose an undue hardship on the operation of its business.”
  • 25. Online Job Application Systems The reasonable accommodation obligation extends to the contractor’s use of electronic or online job application systems. If a contractor uses such a system, it must provide necessary reasonable accommodation to ensure that an otherwise qualified individual with a disability who is not able to fully utilize that system is nonetheless provided with equal opportunity to apply and be considered for all jobs. Though not required by this part, it is a best practice for the contractor to make its online job application system accessible and compatible with assistive technologies used by individuals with
  • 26. Appropriate Outreach & Positive Recruitment Activities The contractor must undertake appropriate outreach and positive recruitment activities such as those listed below that are reasonably designed to effectively recruit qualified individuals with disabilities. It is not contemplated that the contractor will necessarily undertake all the activities listed or that its activities will be limited to those listed. The scope of the contractor’s efforts shall depend upon all the circumstances, including the contractor’s size and resources and the extent to which existing employment practices are adequate
  • 27. OFCCP examples of outreach and positive recruitment activities include: Enlisting the assistance and support of the following persons and organizations in recruiting, and developing on-the-job training opportunities for individuals with disabilities 1.     The State Vocational Rehabilitation Service Agency (SVRA), State mental health agency, or State developmental disability agency in the area of the contractor’s establishment; 2.     The Employment One-Stop Career Center (One-Stop) or American Job Center nearest the contractor’s establishment; 3.     The Department of Veterans Affairs Regional Office nearest the contractor’s establishment ( www.va.gov); 4.     Entities funded by the Department of Labor that provide recruitment or training services for individuals with disabilities, such as the services currently provided through the Employer Assistance and Resource Network (EARN) (www.earnworks.com); 5.     Local Employment Network (EN) organizations (other than the contractor, if the contractor is an EN) listed in the Social Security Administration’s Ticket to Work Employment Network Directory (www.yourtickettowork.com/endir); 6.     Local disability groups, organizations, or Centers for Independent Living (CIL) near the contractor’s establishment; 7.     Placement or career offices of educational institutions that specialize in the placement of individuals with disabilities; and 8.     Private recruitment sources, such as professional organizations or employment placement services that specialize in the placement of individuals with disabilities
  • 28. Actions Required; Not Just Commitment OFCCP suggests contractors consider taking actions to fulfill commitment to provide equal employment opportunities to individuals with disabilities. These can include: • Formal briefing sessions, preferably on company premises, with representatives from recruiting sources. Contractor facility tours, clear and concise explanations of current and future job openings, position descriptions, worker specifications, explanations of the company’s selection process, and recruiting literature should be an integral part of the briefing. At any such briefing sessions, the company official in charge of the contractor’s affirmative action program should be in attendance when possible. Formal arrangements should be made for referral of applicants, follow up with sources, and feedback on disposition of applicants. • Recruitment efforts at educational institutions should incorporate special efforts to reach students with disabilities. • An effort should be made to participate in work-study programs for students, trainees, or interns with disabilities. • Individuals with disabilities should be made available for participation in career days, youth motivation programs, and related activities in their communities. • Take any positive steps deemed necessary to attract individuals with disabilities not currently in the work force who have requisite skills and can be recruited through affirmative action measures. These individuals may be located through State and local agencies supported by the U.S. Department of Education’s Rehabilitation Services Administration (RSA) (http://rsa.ed.gov/) local Ticket-to-Work Employment Networks, or local chapters of groups or organizations that provide services for individuals with disabilities. • In making hiring decisions, consider applicants who are known to have disabilities for all available positions for which they may be qualified when the position(s) applied for is unavailable.
  • 29. The Manufacturers’ Association 160 Roosevelt Ave, Suite 400 York, PA 17401 www.mascpa.org Serving The Interests of Business Since 1906

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