Compliance Simplified
HR Source can help with your federal contract and subcontract obligations and non-discrimination analyses.
Through our Federal Contractor Compliance Services, our specialists will keep you compliant.
Protected Veterans Engagement Plan
While some affirmative action compliance requirements for federal contractors have changed, compliance with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) has not. There are still compliance obligations for federal contractors related to protected veterans including outreach, data collection, and maintaining an engagement plan for protected veterans.
HR Source can analyze your data, compare your veteran hiring rates to national benchmarks, and assist with planning targeted outreach.
Section 503 Disability Engagement Plan
Compliance with Section 503 of the Rehabilitation Act of 1973 continues for contractors and creates federal contractor compliance obligations related to individuals with disabilities (IWD).
HR Source can help fulfill the requirement to maintain an engagement plan for IWD, which is comprised of data analyses, comparison of the contractor’s workforce against the national IWD utilization goal, data collection, and documentation of outreach.
HR Source VEVRAA & Section 503 Disability Engagement Plans include:
- Comprehensive data analyses & compliant plan development
- Compliant narratives
- Compliance consultation with best practices
- Compliance and audit assistance
Knowledge and Experience
Our professional team has experience developing and managing federal compliance programs for organizations nationwide. Our relationships with industry experts and government agencies keep us abreast of current compliance focus areas.
Federal Contractor Compliance FAQs
Wait – I thought Affirmative Action requirements don’t exist anymore. As a federal contractor, do I still have obligations?
Yes, you do. The January 21, 2025 Executive Order 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” directed contractors to unwind affirmative action programs prepared under a previous order. However, affirmative action requirements for protected veterans and individuals with disabilities remain in effect.
Federal contractors and subcontractors who meet certain business thresholds must comply with the requirements of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act. Once an organization meets these thresholds, they must develop compliance programs that document numerical analysis and outreach of protected veterans, as defined, and individuals with disabilities in their workforce.
What does a compliance program for veterans and individuals with disabilities involve?
Compliance programs cover workforce and placement analysis, documented outreach, required data collection, notification to employees and applicants, training, reasonable accommodation, and non-harassment. In addition, the contractor must assess ongoing outreach and file certain government reports such as the VETS-4212 and EEO-1. These affirmative action programs can be targeted for review and audit by the Office of Federal Contract Compliance Programs (OFCCP). Contractors must be prepared to submit their programs at any time.
How often do we have to update our compliance program?
Your veteran and disability engagement outreach should be analyzed annually to assess your efforts in relation to benchmark hiring and utilization.
Can HR Source develop or update our federal contractor compliance program?
Absolutely! We have experience in federal contract compliance and assisting federal contractors and subcontractors. You’ll need to report on employment activity and provide employee data, and outreach details related to protected veterans and individuals with disabilities. From there, our team will complete the required analyses and build the necessary supporting documentation.
What does HR Source deliver as part of this service?
We’ll provide the required data analyses and compliant plan narratives, advise on best practices, and lend support tied to annual obligations such as outreach assessment and required reporting. Our project management is designed to give contractors a usable compliance program.
Can HR Source help with audits?
Definitely! We’re happy to provide compliance and audit assistance, including help reviewing documentation, understanding likely requests, and closing gaps before materials are submitted. We’ll reduce the scramble, relieve the stress, and strengthen your audit readiness.
How does HR Source help us stay current from year to year?
We can support your annual review cycle by analyzing your data and advising on current areas of compliance focus. Our goal is to help you maintain compliance.