Last year, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs announced a Final Rule for federal contractors and subcontractors. It states that they are required to set an aspirational goal that a minimum of 7% of their hires are people with disabilities. The USDOL provides minimal guidance related to the definition of disability and how to keep and audit records regarding this 7% hiring goal. Plus the Rule doesn’t necessarily outline specific steps on how to actually meet this requirement—and maintain a successful contracting business while you’re at it.
Fortunately, there’s an easy way to manage this 7% hiring goal and get ahead of your competitors. You can leverage a staffing company specializing in disability to meet your requirements for you. Wonder what that might look like?
Some Highlights
- Engage with a staffing firm. Leverage their assistance in identifying specific contracting positions that would be targeted to hire qualified individuals with disabilities. You might be surprised how nearly every single one of the positions on your payroll would be eligible.
- Let the staffing firm do all of the recruiting and initial selection for the positions decided upon. You’ll get to chime in at the last minute, or at any point in the process that you wish to be involved.
- Hire the most qualified candidates that you approve onto your contracting payroll, after an optional trial period. Let the staffing firm continue to handle disability-related record-keeping and auditing of necessary files to comply with the USDOL.
- Sit back and enjoy your new employees’ productivity, maintaining and/or improving your margins on federal contracts. And rest assured that you’re 100% in compliance and ahead of your competitors.
It’s important to note that people with disabilities have proven to be better, more loyal, more reliable employees that raise morale of colleagues without disabilities. For more information on outsourcing the federal contracts compliance work, get in touch with DPI.
