Federal guidelines and regulations set forth in Section 503 are helping to make a big difference in the lives of individuals with disabilities (IWDs)!
According to Section 503 of the Rehabilitation Act, organizations with federal contractors are required to have a 7% utilization goal for employing individuals with disabilities. The law prohibits federal contractors and subcontractors from discriminating in employment against IWDs, and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals.
Understanding the importance of compliance is essential, as the consequences of not doing so put your organization at risk of being ineligible for any future government contracts and potential fines. Federal contractors should understand the requirements of the Office of Federal Contract Compliance Programs (OFCCP) in order to maintain a strong pipeline of contracts and to be eligible to tender for new ones.
What do you need to do to comply with federal guidelines?
Here are five tips to ensure your organization is compliant and audit-ready:
Compliance best practices to maintain prior to being audited
Partnering with a disability employment expert can help you avoid being worried or apprehensive about an audit. As a Getting Hired employer partner, we support your efforts by providing a compliance solution that helps with achieving a 7% utilization goal. Our proactive compliance strategies ensure the following:
Being audit-ready shows your commitment to ensuring a workforce inclusive of IWDs by having a process in place that quantify and measure your efforts. This article is designed to familiarize you with best practices for staying compliant and should not be used in lieu of legal advice.
Connect with our expert team here to learn how we can support your compliance needs and be your full-service disability hiring solution.