eQuest Compliance Update
San Ramon, CA — July 17, 2013 — According to the U.S. Department of Labor’s latest semiannual regulatory agenda published on July 3, 2013, the Office of Federal Contract Compliance Programs (OFCCP) states that it plans to publish its highly anticipated final rules on Federal contractors’ obligations regarding, covered veterans (VEVRAA/JVA) and individuals with disabilities (Section 503) , in July, 2013.
eQuest will continue to monitor the release of these important regulations which will directly impact the Federal Contractor community and their compliance obligations. We will provide our clients with the most up-to-date information as it becomes available.
The Agenda states:
FOR VETERANS:
Title: Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Protected Veterans
Abstract: This Rulemaking would revise the regulations in 41 CFR parts 60-250 and 60-300 implementing the nondiscrimination and affirmative action provisions of the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA).
Comment: This Rulemaking would strengthen the affirmative action requirements for Federal contractors and subcontractors. The rule would amend the regulations to require that Federal contractors and subcontractors conduct more substantive analyses of recruitment and placement actions taken under VEVRAA and would require the use of benchmarks to measure the effectiveness of affirmative action efforts. The rule would also make revisions to recordkeeping requirements.
FOR DISABLED PERSONS:
Title: Affirmative Action and Nondiscrimination Obligations of Contractors and Subcontractors Regarding Individuals with Disabilities
Abstract: This rulemaking would amend 41 CFR part 60-741, the nondiscrimination and affirmative action provisions of section 503.
Comment: This rulemaking would strengthen the affirmative action requirements for Federal contractors and subcontractors. The rule would amend the regulations to require that Federal contractors and subcontractors increase conduct more substantive analyses of recruitment and placement actions taken under section 503. The rule would also increase the contractor’s data collection obligations, make revisions to recordkeeping requirements, and establish a utilization goal to assist in measuring the effectiveness of the contractor’s affirmative action efforts. In addition, the rule will incorporate changes to the nondiscrimination provisions necessitated by the passage of the ADA Amendments Act of 2008.
About eQuest
eQuest provides State and Diversity job distribution for hundreds of Federal contractors. It also is the world’s dominant and most utilized job posting distribution company. Its primary customer base consists of the majority of the Global Fortune 500. It also provides job deliveries on behalf of the world’s largest Applicant Tracking Systems, ERP’s, and job boards — managing thousands of companies through these channels. Present job posting deliveries average 250 million annually. Its Big Data for HR division collects approximately 5 million job board performance statistics weekly — making eQuest the Nielsen Ratings company of the HR industry. Other products include consulting, OFCCP compliance and audit protection, technology services, data analytics, Interactive media representation, SEO, and various predictive tools. eQuest was established in 1994. eQuest can be reached at www.equest.com.