DOL Announces Final Rules to Improve Employment of Veterans, People with Disabilities | Practical Law

DOL Announces Final Rules to Improve Employment of Veterans, People with Disabilities | Practical Law

The Department of Labor (DOL) announced two final rules applicable to federal contractors and subcontractors to improve the hiring and employment of veterans and people with disabilities. The first rule updates the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) while the second rule updates certain hiring requirements under Section 503 of the Rehabilitation Act of 1973. 

DOL Announces Final Rules to Improve Employment of Veterans, People with Disabilities

by Practical Law Labor & Employment
Published on 30 Aug 2013 • USA (National/Federal)
The Department of Labor (DOL) announced two final rules applicable to federal contractors and subcontractors to improve the hiring and employment of veterans and people with disabilities. The first rule updates the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) while the second rule updates certain hiring requirements under Section 503 of the Rehabilitation Act of 1973.
On August 27, 2013, the DOL announced two final rules applicable to federal contractors and subcontractors to improve the hiring and employment of veterans and people with disabilities. The first rule updates the Vietnam Era Veterans' Readjustment Assistance Act of 1974 by requiring contractors to, among other things:
  • Use one of two prescribed methods to establish annual hiring goals for protected veterans.
  • Document and update annually several quantitative comparisons for the number of veterans who apply for jobs and the number of veterans they hire.
  • Invite individuals to self-identify as protected veterans during the application process.
  • Use specific language when incorporating the equal opportunity clause into a subcontract.
The second rule updates Section 503 of the Rehabilitation Act of 1973 by introducing a hiring goal for federal contractors and subcontractors that 7% of each job group in their workforce be qualified individuals with disabilities. The rule also requires contractors to take certain actions with regard to recruitment, training, recordkeeping and policy dissemination which are similar to those that have been required to promote workplace equality for women and minorities.
The final rules will become effective 180 days after their publication in the Federal Register. Current federal contractors with written affirmative action programs in place on the effective date will have additional time for compliance.