Reports Affirmative Action For Disabled Persons
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Eight steps for preparing an affirmative action plan Develop and post an EEO policy. ... Assign responsibility for policy implementation and review. ... Develop a relational org chart. ... Examine workforce, job group and availability. ... Identify problems and design an action plan. ... Set times for goals (not quotas) ... Take action steps.
For federal contractors and subcontractors, affirmative action must be taken by covered employers to recruit and advance qualified minorities, women, persons with disabilities, and covered veterans. Affirmative actions include training programs, outreach efforts, and other positive steps.
Affirmative actions include training programs, outreach efforts, and other positive steps. These procedures should be incorporated into the company's written personnel policies. Employers with written affirmative action programs must implement them, keep them on file and update them annually.
Section 503 of the Rehabilitation Act of 1973 is a law that prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities and requires employers take affirmative action to recruit, hire, promote, and retain these individuals.
The final rule requires agencies to set overall goals for the percentage of people with disabilities in their workforce. The rule does not require agencies to establish a preference for hiring people with disabilities.