Several Biddle Consulting Group employees are attending the National Industry Liaison Group Annual Conference in Indianapolis, IN. The word at the conference early this afternoon was that the OFCCP has submitted their request for changes in the regulations regarding Protected Veterans and Section 503 for Individuals with Disabilities. Biddle has confirmed that the rule changes are in their final stage and could be approved by the OMB within the next 60 days. It is also still possible that the OMB will reject certain portions of both rules and send the documents back to the OFCCP for further review/revisions. Ultimately, once the rules are approved it is likely to take several weeks, if not months, for the OFCCP to publish.
As the process unfolds, Biddle will post updates and schedule BCGi webinars to keep you informed.
STAGE: Final Rule
RIN: 1250-AA00
RECEIVED DATE: 07/30/2013Title: 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). 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.
http://www.reginfo.gov/public/do/eAgendaViewRule?pubId=201304&RIN=1250-AA00
STAGE: Final Rule
DOL/OFCCP
RIN: 1250-AA02
RECEIVED DATE: 07/31/2013Title: 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. 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.
http://www.reginfo.gov/public/do/eAgendaViewRule?pubId=201304&RIN=1250-AA02