For federal contractors; aspirational goals for employing people with disabilities should be 7% in each job category or 7% across the entire workforce for contractors with less than 100 employees.
Contractors can utilize a benchmark established by OFCCP and updated annually for creating hiring objectives related to protected veterans, or establish their own benchmarks at each location based on available workforce demographics in that region. Visit the OFCCP website for more information:
The goal-setting process in affirmative action planning is used to target and measure the effectiveness of affirmative action efforts to eradicate and prevent discrimination. If underutilization of a population is identified in any job group through the workforce and utilization analyses, a contractor must set annual goals, established separately for minorities and women.
Goals for an underutilized group must be expressed as a percentage that corresponds to the availability of that population within a company's operating area. This percentage must equal at least the availability of women or minorities who have the requisite skills and are qualified for the job group. The regulations specifically prohibit quotas and preferential hiring and promotions.
Goals should be significant, measurable, and attainable by means of applying every good-faith effort.
Achievement of goals should increase women and minority representation in a job group. Where goals are not achieved, there must be sufficient documentation of action to be considered good-faith efforts. When goals have not been established, acceptable reasons for not setting these objectives must be given.
The e-laws Advisors are interactive e-tools that provide easy-to-understand information about a number of Federal employment laws. Each Advisor simulates the interaction that you might have with an employment law expert. It asks questions and provides answers based on responses given.
Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) of 1974<http://www.dol.gov/ofccp/regs/compliance/ca_vevraa.htm>
This web site provides information on VEVRAA, which requires that employers with federal contracts or subcontracts of $25,000 or more provide equal opportunity and affirmative action for Vietnam era veterans, special disabled veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
Office of Federal Contract Compliance<http://www.dol.gov/ofccp/index.htm>
Office of Federal Contract Compliance Programs (OFCCP) ensures that contractors doing business with the Federal government take affirmative action and do not discriminate. The purpose of this agency is to enforce the contractual promise of affirmative action and equal employment opportunity required of those who do business with the Federal government.
Affirmative Action and People with Disabilities<http://www.dol.gov/dol/topic/hiring/affirmativeact.htm>
This resource provides information on Affirmative Action (AA) and how it relates to the employment of people with disabilities including the ten components of a successful AA Plan.
Executive Order 11246 - Affirmative Action<http://www.dol.gov/ofccp/regs/compliance/aa.htm>
This resource provides information from the Department of Labor on the Executive Order 11246 and the role of the Office of Federal Contract Compliance Programs. It also describes Affirmative Action (AA) outreach and requirements for Federal Contractors. Examples of AA programs, successes and additional resources are also provided for employers.
Section 503 of the Rehabilitation Act of 1973 <http://www.dol.gov/ofccp/regs/compliance/ca_503.htm>
This resource provides information on Section 503 of the Rehabilitation Act of 1973 which requires affirmative action and prohibits employment discrimination by federal government contractors and subcontractors with contracts of more than $10,000.