Checklist for Compliance with Section 503 of the ... - DOL

1 1 Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973, As Amended INTRODUCTION Note: this Checklist should not be used as a substitute for contractors reviewing their regulatory requirements and other guidance provided by the Office of Federal Contract Compliance Programs (OFCCP), which enforces Section 503. Further, using this Checklist does not guarantee or equate to Compliance with the regulations. Purpose of Section 503: The Section 503 regulations set forth the standards for Compliance with Section 503 of the Rehabilitation Act of 1973, as amended (29 793), which prohibits discrimination against individuals with disabilities and requires Government contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities.

2 [ ] Definition of Disability from Section 503: The term disability means, with respect to an individual: (i) A physical or mental impairment that substantially limits one or more major life activities of such individual; (ii) A record of such an impairment; or (iii) Being regarded as having such an impairment. General purpose of Section 503 s Subpart C, affirmative Action Program: An affirmative action program is a management tool designed to ensure equal employment opportunity and foster employment opportunities for individuals with disabilities. An affirmative action program institutionalizes the contractor's commitment to equality in every aspect of employment and is more than a paperwork exercise .

3 An affirmative action program is dynamic in nature and includes measurable objectives, quantitative analyses, and internal auditing and reporting systems that measure the contractor's progress toward achieving equal employment opportunity for individuals with disabilities. Applicability of Section 503 Regulation in General and Subpart C, affirmative Action Program Requirements in Particular: The Section 503 regulations apply to all government contracts and subcontracts in excess of $15,000 for the purchase, sale or use of personal property or nonpersonal services (including construction, but not federally assisted construction).

4 [ (b)] The requirements of Subpart C of the Section 503 rule pertaining to written affirmative action program requirements apply to every government contractor that has 50 or more employees and a federal contract of $50,000 or more. [ (b)] 2 Checklist for Compliance with Section 503 Subpart C, affirmative Action Program: The following Section 503 Subpart C, affirmative Action Program Checklist is organized to assist federal contractors with 50 or more employees and a contract of $50,000 or more to benchmark their current activities against Section 503, Subpart C affirmative Action Program requirements. By comparing their current activities against the regulatory requirements, federal contractors can develop an affirmative Action Program that ensures equal employment opportunity and fosters employment opportunities for individuals with disabilities.

5 The Checklist is organized by the Subpart C, affirmative Action Program Section numbers. The questions are derived from the associated regulatory language. Please note, this Checklist should not be used as a substitute for contractors reviewing their regulatory requirements and other guidance provided by the Office of Federal Contract Compliance Programs (OFCCP), which enforces Section 503. Further, using this Checklist does not guarantee or equate to Compliance with the regulations. 3 Checklist for Compliance with Section 503 of the Rehabilitation Act of 1973, As Amended Subpart C, affirmative Action Program Regulation Section Regulation Title Compliance Questions Compliance Responses (b) Applicability of the affirmative action program.

6 A. Is your organization developing and maintaining an affirmative action program at each establishment within 120 days of the commencement of a federal contract? B. Does your affirmative action program set forth your policies and procedures in accordance with Section 503, Subpart C? C. Is your affirmative action program for Section 503, integrated into (not required) other affirmative action programs? A. ___YES ___NO B. ___YES ___NO C. ___YES ___NO (b) Applicability of the affirmative action program. A. Does your organization's designated official review and update the affirmative action program on an annual basis?

7 A. ___YES , date of next review____ B. ___NO Availability of affirmative action program. A. Does your organization make your affirmative action program (absent data metrics) available to employees or applicants for inspection upon request? B. Does your organization post at each establishment the location and hours during which the program may be obtained? A. ___YES ___NO B. ___YES ___NO (a) Invitation to Self-Identify: Pre-Offer. A. Does your organization invite each applicant at the pre-offer stage ( , when the applicant applies or is considered for employment) to voluntarily self-identify as an individual with a disability?

8 B. If the invitation to self-identify is included with the application materials, is it separate from the application? A. ___YES ___NO B. ___YES ___NO (a) Invitation to Self-Identify: Pre-Offer. A. Does your organization invite each applicant at the pre-offer stage to voluntarily self-identify as an individual with a disability using the OMB-approved form posted on the OFCCP website? A. ___YES ___NO (b) Invitation to Self-Identify Post-Offer. A. Does your organization invite each applicant at the post-offer stage ( , after an offer has been made but before the applicant begins his or her duties) to voluntarily self-identify as an individual with a disability?

9 A. ___YES ___NO (b) Invitation to Self-Identify Post-Offer A. Does your organization invite each applicant at the post-offer stage to voluntarily self-identify as an individual with a disability using the OMB-approved form posted on the OFCCP website? A. ___YES ___NO (c) Invitation to Self-Identify: Employees. A. Does your organization invite each of your employees to voluntarily inform you that he or she is an individual with a disability as defined in (g)(1)(i) or (ii)? A. ___YES ___NO 4 Regulation Section Regulation Title Compliance Questions Compliance Responses (c) Invitation to Self-Identify: Employees.

10 B. Did your organization invite each of your employees to inform you that he or she is an individual with a disability in the first year your organization became subject to the 503 regulations and at five year intervals, thereafter, using the language and manner prescribed by the OFCCP Director and published on the OFCCP Web site? C. Does your organization at least once during the intervening years between these invitations, remind your employees that they may voluntarily update their disability status? B. ___YES ___NO C. ___YES ___NO (e) Invitation to Self-Identify: Confidentiality A. Does your organization keep all of the information on self-identification confidential and ensure that it is not provided to hiring officials?