March 24, 2014 is an important milestone for federal contractors. This is the date when new regulations pertaining to the employment of persons with disabilities (Section 503 of the Rehabilitation Act) and veterans (VEVRAA – the Vietnam Era Veterans’ Readjustment Assistance Act) went into effect. Among major compliance obligations outlined in these regulations are two overlapping ones that we address in this article: numerical targets – a 7% utilization goal for Section 503 and an annually adjusted hiring benchmark for veterans (7.2% for 2015) – and self-identification of disability and veteran status. Contractors are permitted to “double-dip” by counting veterans with disabilities for both the 503 utilization goal and for the VEVRAA benchmark should such applicants voluntarily self-ide