Identify Employment Networks (ENs), Vocational Rehabilitation Agencies, Employment Service Providers, American Job Centers, and other entities in the local community that can assist beneficiaries to access job opportunities in their communities. Refer beneficiaries to local ENs and other local employment agencies to assist them in identifying employment opportunities, making decisions regarding disclosure, and obtaining accommodations and other employer supports. The following sections provide details of the regulations so that CWICs may support beneficiaries in understanding the regulations and make referrals the appropriate service entities for assistance. Provide detailed information to beneficiaries regarding the major provisions of the new Section 503 regulations. The intent of Section 503 is to provide opportunities to link with employers who are interested in hiring qualified individuals with disabilities. While the new Section 503 rules focus on the hiring practices of federal contractors and sub-contractors, it’s helpful for individuals with disabilities to be aware of the intent of these new regulations, which are not a guarantee of a job. Instead, the regulations provide another avenue to access employment. CWICs must understand the basic provisions of the regulations to inform beneficiaries of their rights and responsibilities in seeking employment among federal contractors and sub-contractors. CWICs should also know where to refer beneficiaries for resources and assistance in their job search. Section 503 requirements for federal contractors and sub-contractors include: Aspirational Goal: The rule requires federal contractors and subcontractors to document that individuals with disabilities comprise 7 percent of their workforce or that there is a plan implemented to reach this goal. Employers with federal contracts or subcontracts over $10,000 in value must plan affirmative action goals that will lead to the employment of qualified individuals with disabilities. This goal is not considered a quota or a ceiling that limits or restricts the employment of people with disabilities, it’s a management tool intended to make employers more accountable in their efforts to employ, retain, and promote people with disabilities in the workforce. Inviting Self-Identification: Contractors are required to invite applicants to voluntarily identify themselves as an individual with a disability either at the pre-offer stage of the hiring process or after receiving a job offer. Additionally, employers must invite incumbent employees to self-identify as having a disability or to change their previously reported status. Employers must keep all information regarding the disclosure of the disability
Identify Employment Networks (ENs), Vocational Rehabilitation Agencies, Employment Service Providers, American Job Centers, and other entities in the local community that can assist beneficiaries to access job opportunities in their communities. Refer beneficiaries to local ENs and other local employment agencies to assist them in identifying employment opportunities, making decisions regarding disclosure, and obtaining accommodations and other employer supports. The following sections provide details of the regulations so that CWICs may support beneficiaries in understanding the regulations and make referrals the appropriate service entities for assistance. Provide detailed information to beneficiaries regarding the major provisions of the new Section 503 regulations. The intent of Section 503 is to provide opportunities to link with employers who are interested in hiring qualified individuals with disabilities. While the new Section 503 rules focus on the hiring practices of federal contractors and sub-contractors, it’s helpful for individuals with disabilities to be aware of the intent of these new regulations, which are not a guarantee of a job. Instead, the regulations provide another avenue to access employment. CWICs must understand the basic provisions of the regulations to inform beneficiaries of their rights and responsibilities in seeking employment among federal contractors and sub-contractors. CWICs should also know where to refer beneficiaries for resources and assistance in their job search. Section 503 requirements for federal contractors and sub-contractors include: Aspirational Goal: The rule requires federal contractors and subcontractors to document that individuals with disabilities comprise 7 percent of their workforce or that there is a plan implemented to reach this goal. Employers with federal contracts or subcontracts over $10,000 in value must plan affirmative action goals that will lead to the employment of qualified individuals with disabilities. This goal is not considered a quota or a ceiling that limits or restricts the employment of people with disabilities, it’s a management tool intended to make employers more accountable in their efforts to employ, retain, and promote people with disabilities in the workforce. Inviting Self-Identification: Contractors are required to invite applicants to voluntarily identify themselves as an individual with a disability either at the pre-offer stage of the hiring process or after receiving a job offer. Additionally, employers must invite incumbent employees to self-identify as having a disability or to change their previously reported status. Employers must keep all information regarding the disclosure of the disability
Section503andFedInitiative2016.docx