Follow us on: HR Liaison Network Office of Federal Contract Compliance Programs (OFCCP) Regulations Elizabeth Schwartz Director Workforce Management /07/2013

Human Resources | Page 2 HR Liaison Network - 11/07/2013 Main Objective of Revised Regulations Background: Acronyms Disability Regulations Protected Veterans Changes and Effective Date What It Means to HR Liaisons and Supervisors Key Points

Human Resources | Page 3 HR Liaison Network - 11/07/2013 To increase the employment of protected veterans and individuals with disabilities. Main Objective of Revised Regulations

Human Resources | Page 4 HR Liaison Network - 11/07/2013 DOL - Department of Labor OFCCP - Office of Federal Contract Compliance Programs AAP - Affirmative Action Plan Vietnam Era Veteran’s Readjustment Assistance Act of VEVRAA ADAAA - Americans with Disabilities Act Amendments Act Background: Acronyms

Human Resources | Page 5 HR Liaison Network - 11/07/2013 Section 503 of the Rehabilitation Act of 1973, as amended Higher unemployment for individuals with disabilities Higher percentage of working age individuals with disabilities not in the labor force Framework did not reflect the realities of today’s workplace or current disability laws Background: Disability Regulations

Human Resources | Page 6 HR Liaison Network - 11/07/ Stats: Males with disability had a 7.2 percentage point higher unemployment rate than males without a disability Females with disability had a 6.5 percentage point higher unemployment rate than males without a disability Females with a disability had a 29.2 percentage point higher probability of not being in the labor force than females without a disability Background: Disability Regulations (cont.)

Human Resources | Page 7 HR Liaison Network - 11/07/2013 VEVRAA regulations unchanged since 1976 Increasing numbers of veterans from Iraq, Afghanistan and other places around the world face employment obstacles 2012 Statistics: 9.9% unemployment rate for Gulf War-era II veterans compared with nonveterans at 7.9% 20% for male Gulf War-era II veterans age 18 to 24, compared with 16.4% nonveterans of same age group Background: Protected Veterans

Human Resources | Page 8 HR Liaison Network - 11/07/2013 All applicants invited pre- and post-offer to self- identify as an individual with a disability Employees surveyed initially and at five-year intervals Record-keeping pertaining to applicants and hires Definition of disability consistent with ADAAA Outreach efforts documented and evaluated for effectiveness Key Changes: Disability Regulations

Human Resources | Page 9 HR Liaison Network - 11/07/2013 Retaining VEVRAA as key term “Other protected veteran” is now “Active duty wartime or campaign badge veteran” All applicants invited pre-offer to self identify as a protected veteran Invite applicants post-offer to self-identify as a specific category of protected veteran Record-keeping pertaining to applicants and hires 8% “hiring benchmark” Key Changes: VEVRAA

Human Resources | Page 10 HR Liaison Network - 11/07/2013 Regulations published September 24, 2013 Effective date is March 24, 2014, with phased-in approach based on AAP year May begin seeing new data collection efforts as early as January 2014 or as late as January 2015 Effective Dates

Human Resources | Page 11 HR Liaison Network - 11/07/2013 Increased staff time and cost to plan for and implement changes Increased outreach efforts and potential accommodations for new employees Impact on Texas A&M University

Human Resources | Page 12 HR Liaison Network - 11/07/2013 Be aware that applicants and employees will be asked about their disability and veteran status Recognize the opportunity to broaden knowledge and experience with accommodations in the hiring and employment process Watch for HR communications about the impact of these revised regulations Impact on HR Liaisons

Human Resources | Page 13 HR Liaison Network - 11/07/ Documentation and awareness of disability and veteran status of applicants and employees will be changing in 2014 and beyond 2. There will be opportunities for knowledge, outreach and experience with accommodation 3. HR will partner with the HR Liaison Network to communicate what the changes mean for hiring and employment processes Final Thoughts