People are talking about the Department of Labor’s new 7% Rule officially announced last month. The DOL 7% disability quota requires government contractors to take affirmative action to ensure that 7% of the individuals they hire have disabilities.
What You Need to Know
- Utilization goal: establishes a nationwide 7% utilization goal for hiring qualified individuals with disabilities (IWDs). Contractors apply the goal to each job group, or to their entire workforce if it includes 100 or fewer employees. In addition, they must conduct an annual utilization analysis.
- Data collection: contractors must document and update annually several quantitative comparisons for the number of IWDs who apply for jobs, and who they hire.
- Invitation to Self-Identify: requires contractors to invite applicants to self-identify as IWDs. They have the opportunity at both pre-offer and post-offer phases of the application process, using language prescribed by OFCCP.
- Incorporation of the EO Clause: requires specific language when incorporating the equal opportunity clause into a subcontract by reference.
- Records Access: contractors must allow OFCCP to review documents related to a compliance check or focused review.
- ADAAA: revises definition of “disability” and nondiscrimination provisions of implementing regulations.
Stay in Compliance
The auditing component of this new rule means contractors need to ensure that they are in compliance with equal opportunity laws during the interview process. They must also ensure compliance with disability documentation and record-keeping to ensure that individuals with disabilities are indeed employed on their contracts. So, how can contractors get help ensuring compliance? One way is to think about hiring a staffing firm that specializes in hiring individuals with disabilities. It can be an effective, consolidated way to meet the quota while employing competent, successful individuals.
Remember—regardless of whether or not you agree with the philosophy behind it, this rule is now in effect. The best way to approach it is to embrace the business benefits that come from hiring people with disabilities, and get into compliance.
Do you have any suggestions for the recruitment of qualified individuals with disabilities? Get in touch on social media!
