What is Section 503 and VEVRAA?

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. 

Section 503 of the Rehabilitation Act 

Section 503 is a federal law that prohibits discrimination against individuals with disabilities and requires federal contractors to take steps to employ and advance qualified individuals with disabilities. Key points of this law are:  

• Applies to federal contractors with contracts exceeding $10,000.  

• Requires affirmative action programs for contractors with 50+ employees and contracts of $50,000 or more.  

• Sets a 7% representation goal for individuals with disabilities in the workforce.  

• Mandates self-identification invitations for applicants and employees. 

Vietnam Era Veterans' Readjustment Assistance Act

VEVRAA is a federal law enacted in 1974 to assist returning Vietnam veterans and protect them from employment discrimination. Important aspects of this law include: 

• Applies to federal contractors with contracts or subcontracts of $150,000 or more.

• Prohibits discrimination against Vietnam-era veterans, disabled veterans, and other veterans who served in qualifying wars or campaigns. 

• Requires taking action in recruiting, hiring, and advancing protected veterans. 

• Mandates the establishment of annual hiring benchmarks for protected veterans. 

Why These Laws Matter 

Both Section 503 and VEVRAA play crucial roles in fostering inclusive workplaces by: 

• Promoting Equal Opportunity: They ensure that individuals with disabilities and protected veterans have fair chances in employment. 

• Federal Requirements: Federal contractors must actively work towards recruiting and retaining these protected groups. 

• Setting Measurable Goals: The 7% representation goal for individuals with disabilities and hiring benchmarks for veterans provide concrete targets. 

• Encouraging Self-Identification: These laws promote a culture where employees feel comfortable disclosing their disability or veteran status. 

• Compliance Importance: Failure to adhere to these laws can result in penalties, contract cancellations, and reputational damage for federal contractors. 

What This Means for Your Organization

By understanding and implementing the requirements of Section 503 and VEVRAA, employers not only ensure legal compliance but also contribute to building a diverse, inclusive, and stronger workforce.