The Compliance Case

For Federal contractors and their subcontractors subject to the Office of Federal Contract Compliance Programs (OFCCP) at US Department of Labor, Disability Inclusion has moved to the forefront of compliance due to the 2014 changes to Section 503 of the Rehabilitation Act of 1973.

Broadly speaking, Contractor companies are expected to make significant efforts to employ at least seven percent (7%) of the total number of employees in each of their job groups with Individuals with Disability (IWD), to increase, track and report on outreach efforts to community partners, and to conduct analysis and make revisions to their outreach efforts if those efforts did not result in an increase in the number of IWD hired. Contractors must provide the opportunity for voluntary Self Identification as an IWD at the pre-offer, post-offer and for the entire workforce. They must also conduct disability related training to educate their recruiters, managers and staff regarding the company’s position, expectations and facts about hiring and employing IWD.

Given these regulatory changes, most contractors are working to ramp up their compliance policies and practices. C5 offers a roadmap for disability inclusion to companies seeking to create a work environment that celebrates the diversity of all its employees, and ensure the company’s success in attracting, hiring, promoting and retaining of IWD.