Are You Compliant with the New OFCCP Regulations?

24 March 2014 Labor & Employment Law Perspectives Blog

On August 27, 2013, the Office of Federal Contract Compliance Programs (OFCCP) published the final rules regarding affirmative action for protected veterans and individuals with disabilities.

These rules, which are effective today, March 24, 2014, require federal contractors and subcontractors to substantially change their affirmative action programs for veterans and individuals with disabilities.

In addition, the rules require contractors and subcontractors to update various notices, contract clauses, forms, advertising taglines, EEO surveys, and impose several additional data collection and recordkeeping requirements. Because the changes required by the final rules are substantial, federal contractors and subcontractors should be meeting with management, IT personnel, and their legal advisors now to ensure compliance with the new regulations.

In order to keep you compliant with these new regulations, we have created the 2014 Federal Contractor Section 503 and VEVRAA Compliance Toolkit.

The toolkit is a webpage that houses all of the information, forms, and tools necessary to help you get up to speed and comply with the new regulations. Upon entry to our site, you will be able to view/download documents including, but not limited to, the following:

  • Sample Notice to Labor Union
  • EEO Clause for Contracts, Subcontracts, and Purchase Orders
  • Sample Tag Lines for Advertisements and Job Postings
  • Sample Notice to State Employment Service Delivery System (ESDS)
  • Form Pre-Offer Protected Veteran Self-Identification
  • Form Post-Offer Protected Veteran Self-Identification
  • Sample AA-EEO Policy Statements (for Bulletin Boards and Handbook)
  • Sample Reasonable Accommodation —Online Accessibility Language
  • Sample Data Collection Table for Individuals With Disabilities
  • Sample Data Collection Table for Protected Veterans
  • List of Recordkeeping Requirements

Our attorneys will update the site periodically to reflect any new or updated information from the OFCCP and to include additional resources as they become available. Access to this site ensures that you will always have the latest forms and materials available

For more information on how to purchase our OFCCP Compliance Toolkit, changes affecting your AAP or other labor and employment-related issues, please contact:

Carmen N. Couden
Milwaukee, Wisconsin
414.297.5568
ccouden@foley.com

Daniel A. Kaplan
Madison, Wisconsin
608.258.4231
dkaplan@foley.com

Jeffrey S. Kopp
Detroit, Michigan
313.234.7140
jkopp@foley.com

Mark J. Neuberger
Miami, Florida
305.482.8408
mneuberger@foley.com

Dabney Ware
Jacksonville, Florida
904.359.8737
dware@foley.com

This blog is made available by Foley & Lardner LLP (“Foley” or “the Firm”) for informational purposes only. It is not meant to convey the Firm’s legal position on behalf of any client, nor is it intended to convey specific legal advice. Any opinions expressed in this article do not necessarily reflect the views of Foley & Lardner LLP, its partners, or its clients. Accordingly, do not act upon this information without seeking counsel from a licensed attorney. This blog is not intended to create, and receipt of it does not constitute, an attorney-client relationship. Communicating with Foley through this website by email, blog post, or otherwise, does not create an attorney-client relationship for any legal matter. Therefore, any communication or material you transmit to Foley through this blog, whether by email, blog post or any other manner, will not be treated as confidential or proprietary. The information on this blog is published “AS IS” and is not guaranteed to be complete, accurate, and or up-to-date. Foley makes no representations or warranties of any kind, express or implied, as to the operation or content of the site. Foley expressly disclaims all other guarantees, warranties, conditions and representations of any kind, either express or implied, whether arising under any statute, law, commercial use or otherwise, including implied warranties of merchantability, fitness for a particular purpose, title and non-infringement. In no event shall Foley or any of its partners, officers, employees, agents or affiliates be liable, directly or indirectly, under any theory of law (contract, tort, negligence or otherwise), to you or anyone else, for any claims, losses or damages, direct, indirect special, incidental, punitive or consequential, resulting from or occasioned by the creation, use of or reliance on this site (including information and other content) or any third party websites or the information, resources or material accessed through any such websites. In some jurisdictions, the contents of this blog may be considered Attorney Advertising. If applicable, please note that prior results do not guarantee a similar outcome. Photographs are for dramatization purposes only and may include models. Likenesses do not necessarily imply current client, partnership or employee status.

Related Services

Insights

Do You Know What IMMEX Stands For?
16 July 2019
Dashboard Insights
Does The U.S. Need STRONGER Patents?
16 July 2019
PTAB Trial Insights
California Establishes Fund to Combat Wildfire Threats
15 July 2019
Renewable Energy Outlook
There’s No Place Like Home – But Is That a Reasonable Accommodation?
15 July 2019
Labor & Employment Law Perspectives
Review of 2020 Medicare Changes for Telehealth
11 December 2019
Member Call
2019 NDI Executive Exchange
14-15 November 2019
Chicago, IL
MAGI’s Clinical Research Conference
29 October 2019
Las Vegas, NV
Association for Corporate Counsel Annual Meeting 2019
27-30 October 2019
Phoenix, AZ