OFCCP issues checklist on disability employment requirements

August 17, 2015 0 COMMENTS

The U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) has published a checklist designed to help contractors analyze whether their affirmative action plans meet the government’s requirements for ensuring employment opportunities for people with disabilities.

The checklist is designed to help federal contractors meet the requirements of Section 503 of the Rehabilitation Act.

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EEOC calling for changes to ADA regulations related to wellness programs

April 16, 2015 0 COMMENTS

The Equal Employment Opportunity Commission (EEOC) has published a Notice of Proposed Rulemaking addressing how employer wellness programs can be in compliance with the Americans with Disabilities Act (ADA).

The EEOC announced the proposed rule on April 16, and it was published in the Federal Register on April 20. Members of the public have until June 19 to submit comments. In addition to the notice, the EEOC has published a fact sheet for small businesses and a question-and-answer document.

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New resources available on upcoming rules for federal contractors

February 24, 2014 0 COMMENTS

The U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) has posted new resources on its website to help federal contractors comply with new regulations pertaining to recruiting people with disabilities and veterans.

New regulations going into effect March 24 strengthen requirements under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act.

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Construction association sues to stop OFCCP’s new affirmative action rule

November 23, 2013 0 COMMENTS

On November 19, 2013, Associated Builders and Contractors (ABC), a national association for the construction industry, filed a request for an injunction in the U.S. District Court for the District of Columbia to stop the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) final rule affecting federal government contractors, including construction contractors. The final rule implementing Section 503 of the Rehabilitation Act dramatically alters federal contractors’ existing affirmative action and nondiscrimination obligations for individuals with disabilities. The rule is schedule to go into effect March 24, 2014.

According to ABC, the association filed the lawsuit because “OFCCP exceeded its statutory authority, altered longstanding precedent, and imposed wasteful and burdensome data collection and reporting requirements on government contractors without any supporting evidence from the agency that contractors weren’t meeting the previous requirements.” ABC claims that the new rule “is especially burdensome for construction contractors that will be required to maintain written documentation and track whether the percentage of protected employees meets affirmative action requirements for federal projects. Such paperwork and reporting provisions are completely new to the construction industry—a fact that was not taken into account in OFCCP cost estimates.”

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New regulations toughen requirements for federal contractors

August 28, 2013 1 COMMENTS

Federal contractors soon will have to establish benchmarks for hiring veterans and employing individuals with disabilities as a result of two new rules from the U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP).

The new regulations are expected to be published in the Federal Register within the next couple of weeks, according to information from the OFCCP. The rules will go into effect 180 days after publication.

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DOL interpretation tackles FMLA rule on caring for adult children

January 16, 2013 2 COMMENTS

A new U.S. Department of Labor (DOL) Administrator’s Interpretation has been issued to clarify who qualifies as an adult “son or daughter” whom an employee may take unpaid leave from work to care for and rely on the job protections of the Family and Medical Leave Act (FMLA).

An adult son or daughter must meet four requirements before the employee may take FMLA leave to provide care. (The employee must also meet all of the other requirements under the FMLA, such as employer coverage and employee eligibility.) The son or daughter must (1) have a mental or physical disability as defined under the Americans with Disabilities Act (ADA) as amended by the ADA Amendments Act (ADAAA), (2) be incapable of caring for himself because of the disability, (3) have a serious health condition, and (4) be in need of care because of the serious health condition.

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Wait Is Finally Over! EEOC Finalizes Regulations Interpreting ADAAA

March 24, 2011 0 COMMENTS

More than two years after the ADA Amendments Act (ADAAA) went into effect, the Equal Employment Opportunity Commission (EEOC) has finalized regulations interpreting the law’s requirements. For the most part, the final regulations provide exactly the type of comprehensive guidance employers were hoping for. In any event, they are a dramatic departure from (and an improvement over) the proposed regulations the EEOC issued in September 2009.

Let’s look at the regulations’ key provisions and what they mean for employers.

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New Website from DOL Offers Information on Disabilities

July 30, 2009 0 COMMENTS

The U.S. Department of Labor (DOL) has launched a new website – Disability.gov – offering information for people with disabilities, their family members, veterans, caregivers, employers, and others. The new site replaces DisabilityInfo.gov and features information about disability-related programs and services as well as social media tools to serve the more than 50 million Americans with disabilities.

The website’s social media tools include a Twitter feed, RSS feeds, a blog, and social bookmarking, according to the DOL’s announcement. Additional social media tools are to be added in the months ahead.

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