I covered some of this in a previous answer to a question regarding advertising taglines, and I'm going to use some of that response below. However, we'll cover some of your specific language first. It would be acceptable to include the phrases "Employment will Require Successful Completion of a Background Check" and "Drug Free Workplace." The other two items in your language above are more problematic. Your suggested language above includes a line saying "Equal Opportunity for Disabled Veterans, Recently Separated Veterans, Other Armed Forces Service Medal Veterans". You are not required to list all of the separate protected veteran categories in job postings, but if you choose do so, you will need to include the four categories found in the current veterans regulations. These four categories are as follows: -Recently separated veterans -Disabled veterans -Armed Forces Service Medal Veterans -Active Duty Wartime/Campaign Badge Veterans You seem to have combined the last two categories in your language. They are actually separate and distinct categories covering two different kinds of veterans. Some of the confusion that arises about veterans categories is the result of the fact that Active Duty Wartime/Campaign Badge Veterans were formerly called "Other Protected Veterans". This category name was dropped in favor of the more appropriate and explicit category name now in use. In regard to your main tag line, a webinar by OFCCP indicated that there are really only two acceptable variations on tag lines: a version in which employers indicate they are equal opportunity employers, and then add something about veteran and disability status, or a version in which employers indicate they are equal opportunity employers, and then add all of the protected classifications found in Executive Order 11246, including sexual orientation and gender identity, as well as veteran and disability status. OFCCP also has an answer to a frequent asked question on its website about tag lines. That answer reads as follows: "Under the currently effective regulations, contractors may either state that they do not discriminate on any of the protected bases under Executive Order 11246, and list them all, or they may simply use the phrase "equal opportunity employer." These same options remain under the Final Rule. If electing the first option above, contractors subject to the Final Rule will be required to add “sexual orientation” and “gender identity” to the list of bases on which discrimination is prohibited. The use of the “LGBT” abbreviation is discouraged because it does not accurately reflect that people of all sexual orientations and gender identities are protected by the Final Rule. As a reminder, contractors will also be required to display an updated “EEO is the Law” poster reflecting the new protected bases once that poster is finalized by the EEOC and OFCCP." In the past, OFCCP has allowed employers to omit other protected classifications under Executive Order 11246 (such as religion and national origin) and include only minorities and females in tag lines. The new regulations on sexual orientation and gender identity have prompted a change in approach by the agency. The requirement to include veteran and disability status in tag lines is an outgrowth of the revised regulations that were issued in 2013. Those regulations made it clear that federal contractors and subcontractors MUST include veterans and individuals with disabilities in tagline. Based on the revised regulations for veterans and individuals with disabilities, and the new regulations on sexual orientation and gender identity, taglines can take one of two basic forms: -A version that includes only veteran and disability status like "Equal opportunity employer-vets/disabled" or -A version that includes all statuses protected under the federal regulations like "Equal opportunity employer. This company considers candidates regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status." A final note: it would NOT be acceptable to have a tagline that says "EOE-M/V/D/V/LGBT". OFCCP does not allow abbreviations for veteran and disability status, discourages the use of "LGBT", and (under the FAQ response above) requires the inclusion of color, region, and national origin. There are lots of changes going on because of all the changing regulations, so you may want to continue to check OFCCP's website occasionally for additional information in regard to tag lines.

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.