be discriminated against in any program receiving funding from the federal government, such as schools, post-secondary education, health care, housing, and many other public and private entities. It required these entities to ensure that individuals with disabilities are able to access and benefit from their programs by providing architectural and program accommodations. The Americans with Disabilities Act of 1990 extended civil rights protections for individuals with disabilities into all sectors of our society. Title I of the Act prohibits employment discrimination by all employers with more than 15 employees. Title II extends Section 504 protections to all state and local governments. Title III prohibits discrimination and requires reasonable accommodations to enable individuals with disabilities to access public accommodations and commercial enterprises in all communities across the country. Section 503 of the Rehabilitation Act requires affirmative action and prohibits employment discrimination by programs conducted by federal agencies, in programs receiving federal financial assistance, in federal employment, and in the employment practices of federal contractors and sub-contractors. Section 503 remained relatively unchanged for 40 years, until March 24, 2014, when the United State’s Department of Labor Office of Federal Contract Compliance Programs (OFCCP) published new rules to enhance federal contractor accountability for compliance with 503 provisions. The new rules make changes to the nondiscrimination provisions of 503 regulations and open up new opportunities for Social Security beneficiaries seeking employment (OFCCP, 2014). Role of Community Work Incentives Coordinators (CWICs) This resource document describes the key provisions of the revised Section 503 regulations and discusses the role of Community Work Incentives Coordinators (CWICs) in assisting beneficiaries to benefit from the new provisions. CWICs are uniquely positioned to assist beneficiaries to access and benefit from Section 503 and other federal non-discrimination and hiring programs. CWICs should be prepared to provide detailed information and referral services to all beneficiaries contacting them for support. Specifically, CWICs should be able to: Provide detailed information to beneficiaries regarding the provisions of the new Section 503 regulations, including aspirational goals for employment of individuals with disabilities, employee disclosure, data collection, and other provision. Provide in depth information to beneficiaries regarding the components of the Americans with Disabilities Act (ADA), the federal Office of Personnel Schedule A Hiring Authority, and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and other federal and state non-discriminatory employment protections and hiring initiatives.
be discriminated against in any program receiving funding from the federal government, such as schools, post-secondary education, health care, housing, and many other public and private entities. It required these entities to ensure that individuals with disabilities are able to access and benefit from their programs by providing architectural and program accommodations. The Americans with Disabilities Act of 1990 extended civil rights protections for individuals with disabilities into all sectors of our society. Title I of the Act prohibits employment discrimination by all employers with more than 15 employees. Title II extends Section 504 protections to all state and local governments. Title III prohibits discrimination and requires reasonable accommodations to enable individuals with disabilities to access public accommodations and commercial enterprises in all communities across the country. Section 503 of the Rehabilitation Act requires affirmative action and prohibits employment discrimination by programs conducted by federal agencies, in programs receiving federal financial assistance, in federal employment, and in the employment practices of federal contractors and sub-contractors. Section 503 remained relatively unchanged for 40 years, until March 24, 2014, when the United State’s Department of Labor Office of Federal Contract Compliance Programs (OFCCP) published new rules to enhance federal contractor accountability for compliance with 503 provisions. The new rules make changes to the nondiscrimination provisions of 503 regulations and open up new opportunities for Social Security beneficiaries seeking employment (OFCCP, 2014). Role of Community Work Incentives Coordinators (CWICs) This resource document describes the key provisions of the revised Section 503 regulations and discusses the role of Community Work Incentives Coordinators (CWICs) in assisting beneficiaries to benefit from the new provisions. CWICs are uniquely positioned to assist beneficiaries to access and benefit from Section 503 and other federal non-discrimination and hiring programs. CWICs should be prepared to provide detailed information and referral services to all beneficiaries contacting them for support. Specifically, CWICs should be able to: Provide detailed information to beneficiaries regarding the provisions of the new Section 503 regulations, including aspirational goals for employment of individuals with disabilities, employee disclosure, data collection, and other provision. Provide in depth information to beneficiaries regarding the components of the Americans with Disabilities Act (ADA), the federal Office of Personnel Schedule A Hiring Authority, and the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and other federal and state non-discriminatory employment protections and hiring initiatives.