Federal Contract Compliance and EEO Deidriaunna Priest posted Feb 27, 2020 1:37 PM Happy Thursday Class! Having a disability doesn’t mean it’s the end of the world as it relates to applying for a job. Individuals with a disability may hide them or may present them; either way, they are protected under the ADA and EEOC law. According to the ADA, it’s unlawful for employers to discriminate against qualified candidates and employees due to disabilities. It is also essential that they make the necessary accommodations for employees. Under the EEOC law, employers are not allowed to discriminate due to race, color, religion, sex, age, and disability. Candidates may feel singled out if they disclose that they have a disability. Will employers opt to interview a disabled candidate knowing that they have a candidate who’s not disabled? That will always be a factor when it involves accommodations. Candidates who require accommodations should disclose those before the interview. Some individuals may need a translator or a wheelchair.  “Under Section 503 of the Rehabilitation Act, federal contractors, and subcontractors—those who do business with the Federal Government—are prohibited from discriminating in employment against individuals with disabilities” (Federal Contractor Requirements, n.d.). These rules have a more substantial effect as it relates to hiring, recruiting, and accommodating people with disabilities. According to the ADA, individuals should be protected under the law, but people still face barriers. The percentage for disabled individuals is 33.5%, compared to 76.3% (2020). That’s a big difference for disabled individuals. The Rehabilitation act enforced a 7% utilization goal that would implicate a process to hire individuals with disabilities. During this time contractor will run different reports that created problem areas and identify areas of improvement. Working in an HR setting involves ethical behavior and confidentiality. Candidates should not feel pressured to disclose that they have a disability if they don’t want to. But It’s a huge factor to provide information that could educate the employer about different limitations. We all encounter challenges, but knowing upfront could benefit in the future. References Federal Contractor Requirements. (n.d.). Retrieved from https://www.dol.gov/odep/topics/FederalContractorRequirements.htm Job Applicants and the Americans with Disabilities Act. (n.d.). Retrieved from https://www.eeoc.gov/facts/jobapplicant.html Regulations Implementing Section 503 of the Rehabilitation Act. (n.d.). Retrieved from https://www.dol.gov/ofccp/regs/compliance/section503.htm Section 503 of the Rehabilitation Act Rules. (2020, March 4). Retrieved from https://adata.org/factsheet/section-503 Discussion 2: The Reasons for Self-Identifying as a Disabled Reginald Avila posted Mar 1, 2020 10:05 AM Professor/Classmates, The original rule by OFCCP under the employment department of the United States seeking to r.

1. Federal Contract Compliance and EEO
Deidriaunna Priest posted Feb 27, 2020 1:37 PM
Happy Thursday Class!
Having a disability doesn’t mean it’s the end of the world as it
relates to applying for a job. Individuals with a disability may
hide them or may present them; either way, they are protected
under the ADA and EEOC law. According to the ADA, it’s
unlawful for employers to discriminate against qualified
candidates and employees due to disabilities. It is also essential
that they make the necessary accommodations for employees.
Under the EEOC law, employers are not allowed to discriminate
due to race, color, religion, sex, age, and disability. Candidates
may feel singled out if they disclose that they have a disability.
Will employers opt to interview a disabled candidate knowing
that they have a candidate who’s not disabled? That will always
be a factor when it involves accommodations. Candidates who
require accommodations should disclose those before the
interview. Some individuals may need a translator or a
wheelchair. “Under Section 503 of the Rehabilitation Act,
federal contractors, and subcontractors—those who do business
with the Federal Government—are prohibited from
discriminating in employment against individuals with
disabilities” (Federal Contractor Requirements, n.d.). These
rules have a more substantial effect as it relates to hiring,
recruiting, and accommodating people with disabilities.
According to the ADA, individuals should be protected under
the law, but people still face barriers. The percentage for
disabled individuals is 33.5%, compared to 76.3% (2020).
That’s a big difference for disabled individuals. The
Rehabilitation act enforced a 7% utilization goal that would
implicate a process to hire individuals with disabilities. During

2. this time contractor will run different reports that created
problem areas and identify areas of improvement.
Working in an HR setting involves ethical behavior and
confidentiality. Candidates should not feel pressured to disclose
that they have a disability if they don’t want to. But It’s a huge
factor to provide information that could educate the employer
about different limitations. We all encounter challenges, but
knowing upfront could benefit in the future.
References
Federal Contractor Requirements. (n.d.). Retrieved from
https://www.dol.gov/odep/topics/FederalContractorRequirement
s.htm
Job Applicants and the Americans with Disabilities Act. (n.d.).
Retrieved from
https://www.eeoc.gov/facts/jobapplicant.html
Regulations Implementing Section 503 of the Rehabilitation
Act. (n.d.). Retrieved from
https://www.dol.gov/ofccp/regs/compliance/section503.htm
Section 503 of the Rehabilitation Act Rules. (2020, March 4).
Retrieved from
https://adata.org/factsheet/section-503
Discussion 2: The Reasons for Self-Identifying as a Disabled
Reginald Avila posted Mar 1, 2020 10:05 AM
Professor/Classmates,
The original rule by OFCCP under the employment department
of the United States seeking to revise the laws under the 503
section of the 1973 act on rehabilitation came into effect in
March 2014. The contributing factors to the review of the 1973
legislation included the underemployment of individuals with a
disability, the fact that the law was outdated, and technological
advancements meant that disabled people could handle more
jobs (U.S.D.L, n.d.). The voluntary self- identification form was
later submitted by OFCCP for approval by the management and

3. budget office on October 3, 2019, to enable employees and job
applicants to disclose their disability (Nusbaum, 2019). This
post seeks to support this government-backed initiative, which
aims at more inclusivity in the workplace.
With a target of 7% employment of disabled individuals, federal
contractors and subcontractors are under pressure to ensure that
they have a more inclusive workforce. This is definitely to the
advantage of disabled people since employers will be on the
lookout for hiring them to fulfill the legal requirements. It was
one of the reasons for the creation of the form under section
503. An employer who has not attained the required threshold
can formulate new approaches to hiring and retaining more
disabled individuals, which would translate to enhanced
inclusivity. Moreover, self- identification of disabled
individuals would enable an organization to provide
accommodative facilities for them aimed at enhancing their
comfort and productivity. An employer cannot make
adjustments for impaired individuals if they are not aware of
them. This means that increased uptake of the form would
benefit both the employer and the employee (Hamilton, 2016).
Furthermore, identifying as a disabled would be more
advantageous to an individual, especially in the looming doom
of hiring freezes in federal employees except for immigration,
borders, and defense. Therefore, there will be increased
competition in this sector, and as unorthodox as it sounds, being
disabled might be an edge. Not disclosing that you are disabled
can bring up trust issues, especially in sensitive and security
clearance positions. Background checks and health histories are
typically carried out, and an undisclosed disability can be
discovered, which would deny one an opportunity due to
trustworthiness (Passman & Kaplan, 2017).
Conclusively, self-identification as being disabled is
necessary for planning and inclusivity for both federal
employers and the government at large. Similarly, it also favors
disabled individuals by lending them an opportunity to partake
in the national cake regarding employment opportunities.

4. Although I work for the government and being a military
recruiter, we must be selective in our hiring process for the
mission we must accomplish but the civilian sector of the
government has special programs that put particularly disabled
veterans and civilians at the top of the hiring scale.
V/r
Reggie
References
Hamilton, J. (2016, January 12). Why you should self-identify if
you have a disability. Retrieved
from https://news.clearancejobs.com/2016/01/13/why-you-
should-self-identify-if-you-have-a-disability/
Nusbaum, M. (2019, October 10). OFCCP submits proposed
changes to required disability self-ID form, self-identification
form. Retrieved from https://affirmativeaction.com/news/ofccp-
submits-proposed-changes-to-required-disability-self-id-form/
Passman& Kaplan. (2017, February 9). 4 reasons for job
applicants to self-identify as disabled. Retrieved
from https://www.passmanandkaplan.com/blog/2017/02/4-
reasons-for-job-applicants-to-self-identify-as-disabled.shtml
U.S.D.L. (n.d.). Section 503 Final Rule Frequently Asked
Questions - United States Department of Labor< - Office of
Federal Contract Compliance Programs (OFCCP). Retrieved
from https://www.dol.gov/ofccp/regs/compliance/faqs/503_faq.h
tm#Q1