The U.S. government is increasing its oversight into hiring and recruitment for various demographics. Agencies are expanding protection and regulation for some groups while also considering the possibility of adding new policies for others. Below is a look at some of the latest information that will affect workforce management moving forward.
New regulations for veterans and disabled people
The United States Department of Labor's Office of Federal Contract Compliance Programs will start enforcing new rules regarding the hiring of veterans and disabled persons on March 26. The announcement was initially made in August, but now employers have to start compliance measures in order to avoid any problems. Secretary of Labor Thomas Perez believes this will help both companies and workers.
"In a competitive job market, employers need access to the best possible employees. These rules make it easier for employers to tap into a large, diverse pool of qualified candidates," Perez said.
In regards to veterans, an update to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 will require that 8 percent of employees who work for federal contractors are veterans. The move was made to help men and women who previously served in the armed forces find work.
The new regulation also aims to assist employers. The DOL notes that the rule "strengthens accountability and record-keeping requirements, enabling contractors to assess the effectiveness of their recruitment efforts" and "clarifies job listing and subcontract requirements to facilitate compliance."
As for regulations regarding disabled persons, amendments to Section 503 of the Rehabilitation Act of 1973 provide new guidance. The new rules stipulate that 7 percent of all people hired by federal contractors must "be qualified individuals with disabilities." Furthermore, there are also requirements for "recruitment, training, record-keeping and policy dissemination."
Compliance and HR departments need to start working together sooner rather than later to ensure that they adhere to every update to avoid legal issues.
Possible protection for transgender persons
According to the White House, Perez also addressed potential protection for transgender people during a recent press briefing. When asked if Executive Order 11246, which prevents gender discrimination, would be extended to the group, the Secretary noted that it was under consideration.
"That issue is under review in the aftermath of the Macy decision. And I've asked my staff to expedite that review so that we can bring that issue to conclusion at the Department of Labor," Perez said.
The Society for Human Resource Management explains that the Macy decision refers to the Equal Employment Opportunity Commission's ruling in Macy v. Bureau of Alcohol, Tobacco, Firearms and Explosives. The EEOC determined any decisions made because of someone's gender identity fall under Title VII, which prevents discrimination against all groups.
During the briefing, Perez was also asked about a potential executive order that would prevent federal contractors from discriminating against anyone based on their gender identity and sexual orientation.
"Well, I can't get into what-ifs. I'm certainly aware of the executive order that was proposed that you're talking about. And the President takes a backseat to no one in his commitment for equal access to opportunity for people regardless of race, religion, sexual orientation or gender identity. And it's an issue that we continue to contemplate and work on," Perez said.
This is something that employers and HR departments need to keep their eyes on in the coming months. Gender identity and sexual orientation are sensitive subjects, and the government is working to ensure that all Americans are protected against discrimination.
Triton HR will report on any developments regarding government oversight into transgender, veteran or disabled workers.