Federal Contract Compliance and EEO

Challenge, defend, or supplement comments made by one of my classmates. Bring in additional information specific to the discussion. Your additional information may be from the news, your readings/research and/or personal experience. Cite your sources. 275 words/APA

  • Federal Contract Compliance and EEO

    Deidriaunna Priest posted Feb 27, 2020 1:37 PM

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    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

    gov/facts/jobapplicant.html” rel=”nofollow”>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

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