Today marks the first effective day of the US Department of Labor 7% Final Rule. This rule requires federal contractors to take steps to recruit, hire, promote and retain individuals with disabilities.
The Final Rule to Section 503 of the Rehabilitation Act, overseen by the Office of Federal Contract Compliance (OFCCP), establishes a nationwide 7% utilization goal for hiring qualified individuals with disabilities. Additional requirements include inviting candidates to self-identify as having a disability, and collecting this figure and related data. Contractors must also allow the OFCCP to review compliance documents.
The Impact
So just how many people does this Final Rule impact? Some of America’s largest employers are government contractors. And the Wall Street Journal reports that contractors employ nearly a quarter of the US workforce.
The WSJ also highlights how the 2008 amendment to the Americans With Disabilities Act (ADA) broadened the definition of disability: “the list now includes conditions such as cancer, diabetes, major depression, epilepsy and obsessive-compulsive disorder.” Federal contractors are not only learning about what the Final Rule requires of them. They’re also educating their employees about qualified disabilities and encouraging them to self-identify.
The 7% rule has long been in the works and was announced more than six months ago. But Hire a Hero Executive Director Rob Barr recently told Human Resources Executive Online that many employers aren’t aware of the date of implementation. While the Final Rule is now officially in place, some contractors will have additional time to comply. Contractors that already have a written affirmative action program (AAP) in place can delay their compliance until the start of their next AAP cycle.
Federal contractors delving into the Final Rule may need assistance understanding compliance requirements and managing a project of this magnitude. One viable option is to enlist the services of a qualified staffing firm that specializes in hiring individuals with disabilities. This agency can also manage documentation and record-keeping to ensure that you’re in compliance.
This post is part of a month-long blogging series for DePaul Industries: One blog post a day for a month! Stay tuned for more great tips and tricks through March 2014.
