The Federal Acquisition Regulatory Council recently raised the contract dollar thresholds that trigger compliance obligations for Section 503 of the Rehabilitation Act and Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act.
Section 503’s nondiscrimination thresholds are now triggered by contracts exceeding $20,000 (up from $15,000), while the corresponding VEVRAA thresholds are now triggered by contracts valued at $200,000 or more (up from $150,000).
VEVRAA’s written affirmative action program requirements are now triggered for employers with 50 or more employees holding a contract valued at $200,000 or more. Section 503’s written AAP requirements remain unchanged and apply to employers that have 50 or more employees and hold a contract valued at $50,000 or more.
OFCCP has published a new “Jurisdictional Thresholds” infographic and updated its webpage.
The changes will have little impact on most federal contractors, although it’s possible that a handful of employers will no longer need to prepare a VEVRAA AAP. Employers that are not subject to VEVRAA will no longer need to list their employment vacancies with a state or local government or a local veteran employment representative.
Members of the Center for Workplace Compliance (CWC), our affiliated nonprofit membership association, can read more here.