Information contained in this publication is intended for informational purposes only and does not constitute legal advice or opinion, nor is it a substitute for the professional judgment of an attorney.
As expected, the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) has wasted no time in finalizing rules amending federal contractor affirmative action requirements for veterans and individuals with disabilities. The first rule amends regulations governing the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA), while the other updates Section 503 of the Rehabilitation Act of 1973 (Section 503) .
OFCCP anticipate that both rules will be formally published in the Federal Register within the next two weeks. The rules will take effect 180 days after publication, or early spring 2014. Affirmative action plan (AAP) documents based on these new rules will be required in the first new plans created after the effective date. Therefore, companies with calendar year AAPs will not be preparing their first AAPs under these new rules until 2015, although compliance with many of the new data collection requirements will need to be implemented starting in early spring of 2014.
A detailed discussion of these new rules and their implications for federal contractors and subcontractors is forthcoming. In addition, Littler will be conducting complementary webinars on these new rules in September and October.