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March 2014
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WOMEN'S HISTORY MONTH

Affirmative Action Services

Plan Preparation (OFCCP/FTA)

Compliance Evaluations

Audit Representation

Compensation Evaluation

Interim Reporting
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VEVRAA/SECTION 503 CONSULTING TIME

 

In anticipation of implementing these new regulations, THOMAS HOUSTON is offering VEVRAA/Section 503 "Consulting time" to be utilized by you and your designated team members during your review and implementation period.

 

This agreed upon "Consulting time" allows our consultants to respond to your team's questions on the VEVRAA /Section 503 regulations and implementation under a pre-arranged consulting contract.

 

If you are interested, please contact us at [email protected]. A consulting agreement will be sent to you for review and approval.

Womens' History Month

 

The four major wars in which American women served after World War II can be split into two pairs. Korea and Vietnam were conflicts fought in Asian countries divided by the politics of the Cold War. The Persian Gulf War and the conflicts in Afghanistan and Iraq were fought in the Middle East and grew out of tensions over aggression in that region and, in the latter instance, the 9/11 attacks. For women, the first two wars signaled few advances in their roles in military service, but in the two recent wars, the areas of women's participation expanded immensely, with potentially more dire consequences.

New OFCCP Disability and Veteran Regulations Take Effect on March 24th

The new compliance regulations for the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act were announced on August 27, 2013 and are reflected in the Final Rules that were published on September 24, 2013. The effective date for all contractors to comply with subparts A, B, D, and E is March 24, 2014.

These changes strengthen affirmative action regulations for protected veterans and individuals with disabilities (IWD) and increase contractor accountability for meeting affirmative action obligations.

The compliance regulations are as follows:
  • Subpart A: Preliminary Matters, Equal Opportunity Clause
  • Subpart B: Discrimination Prohibited
  • Subpart C: Affirmative Action Program
  • Subpart D: General Enforcement and Complaint Procedures
  • Subpart E: Ancillary Matters
  
In an effort to assist in identifying and complying with the new and revised federal contractor/subcontractor requirements under VEVRAA and Section 503, THOMAS HOUSTON has developed a VEVRAA/Section 503 Compliance Toolkit for your reference.

This toolkit includes:
  • VEVRAA/SECTION 503 - QUICK REFERENCE GUIDE
  • VEVRAA/SECTION 503 - COMPLIANCE WORKSHEET
  • VEVRAA/SECTION 503 - TEMPLATES
  
To access the Compliance Toolkit, click here sign in and save to your local computer to retrieve the documents.

For more information on the above and/or other services offered by THOMAS HOUSTON, please contact our Sales Team at (800) 330-9000 or at [email protected]
FAQ

Q. Does the Final Rule make changes to the mandatory job listing requirement?
 
A. The Final Rule clarifies what contractors must do to satisfy the job listing requirement set forth in the VEVRAA statute. It also requires the contractor to provide additional identifying information to the appropriate employment service delivery system (ESDS) when listing its job openings. Specifically, the Final Rule codifies OFCCP's longstanding policy that the contractor must provide its job listing information in a format that is permitted by the appropriate employment ESDS. This means, for example, that if the ESDS requires electronic transmission through a Web-based form, the contractor must provide its job listings in this way. If the ESDS will accept job listings electronically, by facsimile or by mail, then the contractor may provide its job listings in any of these formats. In addition, a contractor must indicate on its job listings that it is a federal contractor - for example by noting "VEVRAA Federal Contractor" on its listing - and its desire for priority referrals of protected veterans for its openings. The contractor must also provide the contact information for the contractor official responsible for hiring at each hiring location who can verify the information in the job listing. This official may be a chief hiring official, an HR contact, a senior management contact, or any other appropriate official.
This information is intended to be informative
and should not be considered legal advice on any specific matter
To schedule an appointment to discuss our services click here
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