outsolve insights

“The only certainty right now in the federal government is uncertainty." –Jeremy Mancheski

Recent changes in federal regulations regarding affirmative action have left many employers wondering what is going on with their other federal obligations. What regulations and reporting requirements does my organization still need to comply with? 

Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) are two laws that remain in effect and must be complied with if you meet the minimum thresholds. 

In today's evolving workplace landscape, two crucial federal laws continue to play a significant role in promoting equality and opportunity: Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). Let's dive into what these laws entail and why they matter. 

In a significant move towards workplace equity, the U.S. Equal Employment Opportunity Commission (EEOC) has introduced regulations to implement the Pregnant Workers Fairness Act (PWFA). Effective June 18, 2024, these regulations mandate that employers provide reasonable accommodations not only for pregnancy but also for related medical conditions. Here's a concise guide for employers on navigating these new requirements and understanding how they compare to the Americans with Disabilities Act (ADA) and Section 503 of the Rehabilitation Act (Section 503).