The regulations require that federal contractors must, in all solicitations or advertisements for employees placed by or on behalf of the contractor, state that all qualified applicants will receive consideration for employment without regard to their protected veteran status. Contractors are also required under VEVRAA and Sec. 503 to notify applicants and employees of their rights and the contractor’s obligation under the law to take affirmative action to employees and advance in employment qualified employees and applicants who are protected veterans and individuals with disabilities. The law states that if the contractor utilizes an electronic application process, then providing this notice electronically would serve that purpose. Thus, you may want to include your Equal Employment/Affirmative Action statement in your employee handbook as well as in your careers page, such that it is one of the first items that applicants see. You can find more information on this in the Equal Opportunity Clause under VEVRAA and Sec. 503.

You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.