Federal contractors have a number of compliance tasks with the requirements for veterans and individuals with disabilities that were implemented in March 2014. The following checklist outlines the OFCCP’s rules:
- Conduct and document good faith outreach efforts towards veterans and individuals with disabilities (You will be required to keep this documentation for three years)
- Ensure mandatory job listings in the manner appropriate to your Employment Service Delivery System (ESDS) and provide additional company information as required (60-300.5a(4))
- Ensure reasonable accommodations for applicants with disabilities (including online applicants)
- Provide pre-offer and post-offer self-identification opportunities
- Include Equal Opportunity (EO) clause in sub-contracts and purchase orders
- Post Equal Opportunity notices physically and electronically to indicate the support of your company’s top US executive
- Notify labor organizations with which you have a collective bargaining agreement of non-discrimination obligations
- Spell out your EEO policy in your job listings
- Provide written notice of AAP obligations to subcontractors (60.741.44(f))
- Make EEO/Affirmative Action policy statement available in policy manual or by other means
- Perform data collection on: number of applicants, number of job openings, number of jobs filled, number of hires, number of hires that are individuals with disabilities and/or protected veterans. (This will need to be kept at least three years)
- Conduct a self-assessment of good faith efforts (keep records for 3 years)
- Review your Audit and Reporting systems (keep analysis for 3 years)
- Conduct 7% utilization analysis for individuals with disabilities
- Conduct hiring benchmark analysis for protected veterans (see current hiring benchmark)
- Survey employees using most current self-ID forms at least every 5 years