Louise Davies, Affirmative Action Specialist and Diversity Trainer
7.28.08

For a printer-friendly copy of this Affirmative Action Alert, click here.

The Office of Federal Contract Compliance Programs issued two new directives last week that are focused on promoting the hiring of veterans and protecting the rights of applicants with disabilities who apply for jobs online.

A “Carrot” for Contractors Who Hire and Promote Veterans

The Good Faith Initiative for Veterans Employment, or “G-FIVE,” is intended to create incentives for contractors to make significant efforts to hire and promote veterans, according to Charles James, deputy assistant secretary of the Department of Labor and head of the OFCCP. G-FIVE reaffirms the OFCCP’s commitment to the Vietnam Era Veterans’ Readjustment Assistance Act and will provide recognition to companies with “best practices.”

How will contractors be evaluated?

The OFCCP will consider a variety of factors when evaluating contractors for G-FIVE recognition, such as the number of covered veterans in the workforce and whether the contractor’s veteran hiring is trending upward, as well as recruitment efforts, on-the-job training opportunities, and the number of job announcements within the community that target veterans.

How do contractors get recognized?

A contractor may nominate itself by submitting a written statement of its interest to the appropriate Regional Director. However, self-nomination has a big catch – if the contractor has not undergone a full compliance review in the past 24 months, the OFCCP will conduct one. As an alternative, Regional Directors will recommend contractors for recognition based on information gathered during compliance reviews. Mr. James or his successors will approve the list of contractors to receive G-FIVE ratings.

What are the benefits to contractors?

A contractor that receives a G-FIVE rating will receive a three-year moratorium on compliance reviews at the recognized facility unless a complaint is received that warrants a compliance evaluation or an investigation by the Equal Employment Opportunity Commission reveals significant issues. The contractor will also receive a certificate and publicity on the OFCCP’s website.

To review the G-FIVE directive, click here.

OFCCP to Start Checking for Disabled Access to Online Application Systems

Under the other new initiative, “Ensuring the Accessibility of Online Application Systems,” the OFCCP will immediately begin reviewing whether contractors’ online application systems are accessible to individuals with disabilities. For example, the Agency will review whether the contractor is providing reasonable accommodations when requested and when they would not create an “undue hardship.”

To review this Directive, click here.

If you have any questions regarding either of these new directives, please contact a member of Constangy’s Affirmative Action Practice Group, or the Constangy attorney of your choice.

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