Overview
This section establishes the federal policy requiring government contractors and subcontractors to actively recruit, employ, and advance qualified individuals with disabilities while prohibiting discrimination based on physical or mental impairments.
Key Rules
- Affirmative Action: Contractors must take proactive steps to hire and promote qualified individuals with disabilities.
- Non-Discrimination: Contractors are prohibited from discriminating against individuals based on physical or mental disabilities in all employment practices.
- Outreach and Recruitment: Firms must implement "positive recruitment" and outreach activities specifically designed to reach the disabled community.
- Utilization Analysis: Contractors are required to perform an annual comparison of their workforce disability representation against the utilization goals established by the Secretary of Labor.
Practical Implications
- Contractors must maintain documented evidence of their outreach efforts and annual utilization assessments to remain compliant during Department of Labor (OFCCP) audits.
- HR departments must integrate specific disability-focused recruitment strategies and data collection methods into their standard operating procedures.