Newton updates hiring software to address section 503 and vevraa regulation changes
Newton Enhances Hiring Software to Address Section
503 and VEVRAA Regulation Changes
Employers using Newton’s Hiring Software to receive free
enhancement to address Section 503 and VEVRAA Regulation
Newton’s hiring software is designed help small and medium-sized employers
manage recruiting and recruitment compliance processes. To address changes to
OFCCP regulations that impact employers with federal contracts, we have designed
a critical enhancement that will be available to employers on March 21,2014.
Employers using Newton’s hiring software will be invited to a live web-based
informational session to learn more about this new important functionality.
New Section 503 regulations require contractors to invite job applicants to selfidentify as individuals with disabilities (IWDs) at both the pre-offer and post-offer
phases of the application process. It also requires that contractors invite their
incumbent employees to self-identify as IWDs every five years. All invitations must
use the standardized form prescribed by the OFCCP. The form may be asked
electronically, but it must comply with specific guidelines set forth by the OFCCP.
The Final Rule was published in the Federal Register on September 24, 2013, and
becomes effective on March 24, 2014. However, current contractors with a written
affirmative action program already in place on the effective date have additional
time to come into compliance with the AAP requirements.
New VEVRAA regulations require that contractors invite applicants to self-identify
as protected veterans at both the pre-offer and post-offer phases of the application
process. There are some nuances to this rule. According to OFCCP guidelines
contractors should only ask a veteran’s disability status if:
-The invitation is made when the contractor actually is undertaking affirmative
action for disabled veterans at the pre-offer stage; or
-The invitation is made pursuant to a Federal, state or local law requiring
affirmative action for disabled veterans.
Newton’s Approach to Recruitment Compliance
Newton has developed a strong reputation for offering an applicant tracking system
that’s thoughtfully developed by recruiting professionals and designed to keep
employers safe. Our product team works with recruitment compliance experts, labor
attorneys and former OFCCP compliance officers to design Newton’s compliance
functionality. These latest enhancements to address Section 503 and VEVRAA
regulation changes has been thoroughly vetted by experts and will likely serve as a
model for the rest of the industry.