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The OFCCP has a new Director, an increased budget and a renewed focus on enforcement of federal contractors’ affirmative action requirements for Covered Veterans and Individuals with Disabilities. So, it’s time to make sure that you are doing all that is required—and all that you can.

It’s time to check:

•Your VETS-100/VETS-100A report filing
•Your job postings with the State Employment Agency
•Your written Affirmative Action Plan for Covered Veterans and Individuals with Disabilities
•Job description physical requirements
•Outreach efforts
For those of you who need a refresher on your Covered Veterans and Individuals with Disabilities requirements and pro-active efforts, know that there are many sources of information out there to help. Let’s start with the OFCCP’s website. There is the Jobs For Veterans Act FAQs which give you answers on your VETS-100 & VETS-100A reports, job listing requirements, affirmative action obligations and categories of protected veterans.

You can also find FAQs on the ADA Amendment Act of 2008 which answers your questions about the major changes made by the ADAAA. The OFCCP has provided contractors with an Employment Resource Referral Directory that lists job referral sources by region to assist contractors in finding qualified diversity candidates. Use the OFCCP’s website as a resource, but feel free call or email me if you have any further questions or need additional assistance.



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