2144700 - Department of Labor (DoL) Amendments to the VEVRAA and Section 503 Act - Recruiting

SAP Knowledge Base Article - Public

2144700 - Department of Labor (DoL) Amendments to the VEVRAA and Section 503 Act - Recruiting

Symptom

Press releasehttp://www.dol.gov/opa/media/press/ofccp/OFCCP20131578.htm​

This brief focuses on the changes made to the following:

 
  1. ​Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) - VEVRAA
  2. Section 503 of the Rehabilitation Act (503) - Section 503

 

Environment

  • Recruiting

Resolution

 

SuccessFactors (SF) is aware the DoL has released new rules to improve the hiring practices of veterans and individuals with disabilities (IWDs). In this brief you will find the information to take the proper action in utilizing the SF recruiting product in a compliant manor.

 

The amendments to the VEVRAA and Section 503 Act were published by the DoL on September 24th, 2013 and will take effect March 24th, 2014.

 

Are you a government contractor or sub-contractor?

If yes, all of the following guidelines are applicable. If no, the following rules may not pertain.
 

The table below shows the requirements and the appropriate action required. This is applicable to clients that are contracted by the government.

 
 

Vietnam Era Veterans Readjustment Assistanc​e Act (VEVRAA)

 

Requirement

 

 

Owner

 

 

Short Description

 

 

Action

 

 

Hiring Benchmarks

 

 

Client

 

 

An Affirmative Action Plan (AAP) needs to be ​​in place and the client must conform to industry standards for employing veterans; benchmarks will be published by the OFCCP.

 

 

Client will need to establish an AAP that meets industry standards published by the DoL or consistent with the benchmarks in the specified hiring area.

 

 

Data Collection

 

 

Client / SF

 

 

Annual reports on the number of veterans that apply for jobs, and the number of veterans hired, must be retained for 3 years. Data is collected, stored, and reportable with the recruiting product.

 

 

Client needs to make informed Data Retention Management (DRM) decisions. The legal minimum obligation period needs to be configured for 3 years.

 

 

Invitation to Identify Self

 

 

SF

 

 

The opportunity for the applicant to identify himself or herself as a veteran prior to receiving an offer letter and post offer letter.

 

 

Client will need to configure Equal Opportunity (EO) questions available in recruiting product during the application process.

 

 

Incorporation of the EO Clause

 

 

Client

 

 

Informing subcontractors of their hiring responsibilities as a federal contractor.

 

 

Client is responsible for the hiring practices of contractors and sub-contractors when working with government entities.

 

 

Job Listings

 

 

Client / SF

 

 

Distributing jobs to local and state agencies that focus on hiring veterans.

 

 

Client can work with OFCCP compliant vendors and SF can provide a job feed. There may be costs associated.

 

 

Record Access

 

 

Client / SF

 

 

Providing OFCCP officials access to AAP records, hiring reports, etc.

 

 

Client needs to ensure their SF reports are configured with the required OFCCP data.

 

 

 

Section 503 of the Rehabilitation Act

 

Change

 

 

Owner

 

 

Description

 

 

Action

 

 

Utilization Goal

 

 

Client

 

 

A nationwide 7% utilization goal to hire qualified IWDs.​​

 

 

Client will need to establish an AAP that meets the nationwide 7% utilization goal.

 

 

Data Collection

 

 

Client / SF

 

 

Annual reports on the number of IWDs that apply for jobs and the number of IWDs hired must be retained for 3 years.

 

 

Client needs to make informed DRM decisions. The legal minimum obligation period needs to be configured for 3 years.

 

 

Invitation to Identify Self

 

 

Client / SF

 

 

The opportunity for the applicant to identify himself or herself as an IWD both prior to receiving an offer letter and post offer letter.

 

 

Client will need to configure Equal Opportunity (EO) questions available in recruiting product during the application process.

 

 

Incorporation of the EO Clause

 

 

Client

 

 

Informing subcontractors of their hiring responsibilities as a federal contractor.

 

 

Client is responsible for the hiring practices of contractors and sub-contractors when working with government entities.

 

 

Record Access

 

 

Client

 

 

Providing OFCCP officials access to AAP records, Hiring reports, etc.

 

 

Client needs to ensure their SF reports are configured with the required OFCCP data.

 

Keywords

KBA , LOD-SF-RCM , Recruiting Management , How To

Product

SAP SuccessFactors Recruiting all versions