request-a-demo-1

Self-Identification Virtual Assistant

Supporting Compliance with OFCCP's Section 503 Directives

In September 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (the OFCCP) published a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973.  Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities, and requires these employers to take affirmative action to recruit, hire, promote and retain these individuals.  The new Section 503 regulations became effective on March 24, 2014.

Here are some highlights: 

Utilization Goal
  • The new regulations establish a nationwide 7% utilization goal for qualified Individuals with Disabilities. Contractors must survey their entire workforce during this year’s AAP cycle and report, by job group, the percentage of employees with disabilities in relation to the 7% utilization goal.  Contractors must address any problem areas and establish specific action-oriented programs to address any identified problems.
Data Collection
  • Contractors must document and update annually several quantitative comparisons for the number of Individuals with Disabilities who apply for jobs and the number of Individuals with Disabilities they hire. Having this data will assist contractors in measuring the effectiveness of their outreach and recruitment efforts. The data must be maintained for 3 years to be used to spot trends.
Invitation to Self-Identify 
  • Contractors are required to invite applicants to self-identify as Individuals with Disabilities at both the pre-offer and post-offer phases of the application process, using language prescribed by OFCCP. The new regulations also require that contractors invite their employees to self-identify as Individuals with Disabilities this year, and once every 5 years, using the prescribed language.
Incorporation of the EO Clause
  • Specific language must be used when incorporating the equal opportunity clause into a subcontract by reference. The mandated language, though brief, will alert subcontractors to their responsibilities as Federal contractors.
Records Access
  • Contractors must allow the OFCCP to review documents related to a compliance check or focused review. Also, upon request, contractors are required to inform the OFCCP of all formats in which it maintains its records and provide them in whichever of those formats the OFCCP requests.
ADA Amendments Act
  • The new regulations implement changes necessitated by the passage of the ADA Amendments Act (ADAAA) of 2008 by revising the definition of "disability" and certain nondiscrimination provisions.

Select International has developed a Self-Identification Virtual Assistant to help organizations meet the new OFCCP Compliance Directives.  It delivers the survey to your employees in an interactive format that helps in a number of ways, including:

 

Engagement

Audio Instruction

Questions

3rd Party Privacy

Individuals will feel like a part of the process, which means an increased comfort level and better response rate.  Remember, their participation is voluntary, but your organization should make every effort to achieve high participation levels.

Did you know that individuals actually better comprehend instruction when it’s heard, and not just read?

Individuals will have the ability to ask questions to the Virtual Assistant, significantly decreasing the number of calls your staff will need to field.

You can assure your employees that this data is being collected and stored by a 3rd Party Vendor, protecting their privacy and further encouraging them to participate.

 

image001.jpg

Subscribe to Email Updates