OFCCP Regulations

Defining OFCCP Regulations for Federal Contractors

As a federal contractor, you are subject to a bevvy of regulations that surround your hiring initiatives. Regulations such as the Vietnam Veterans Readjustment Act of 1974 (VEVRAA) and Section 503 of the Rehabilitation Act of 1973 are just two of the many regulations enforced by the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). While the regulations are lengthy, it’s important to understand how to define and interpret these regulations.

Changes to the OFCCP Regulations

On March 24, 2014—the implementation date of the Final Rule—both VEVRAA and Section 503 regulations were altered to include new requirements pertaining to the recruitment and hiring of veterans and individuals with disabilities.

“These new rules are a win-win. They will benefit veterans and people with disabilities, who belong in the economic mainstream of the nation but have faced unfair barriers in the job market. They will benefit employers who do business with the federal government, increasing their access to a large, diverse pool of qualified workers. And they will benefit the entire nation, as these rules help us fulfill the American promise of equal opportunity for all.”

Secretary Tom Perez
(U.S. Department of Labor blog post on 8/27/2013)

See the OFCCP Regulations below to gain a better understanding of the current regulatory environment and how it impacts you as a federal contractor:


The Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA) requires covered federal government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of protected veterans.

A closer look at VEVRAA:

How we assist with VEVRAA:

Section 503

Section 503 regulations help reduce barriers to equal employment opportunity for individuals with disabilities, effectively prohibiting employment discrimination against individuals based on disability by federal contractors and subcontractors, and work to recruit, train and promote qualified individuals with disabilities.

A closer look at Section 503:

How we assist with Section 503:

Executive Order 11246

While the OFCCP administers and enforces VEVRAA and Section 503 regulations, it also enforces a myriad of other regulations and directives, including Executive Order 11246. Similar to the regulations protecting veterans and individuals with disabilities, Executive Order 11246 requires federal contractors and subcontractors to take affirmative action to ensure that all individuals have an equal opportunity for employment regardless of race, color, religion, sex, national origin, gender identity or sexual orientation.

A closer look at Executive Order 11246:

How we assist with Executive Order 11246:

As a federal contractor, there are many OFCCP regulations and obligations you must comply with to maintain your contract. A complete list can be found on the Office of Federal Contract Compliance Programs website.