outsolve insights

Although compliance may not be the most exciting part of HR management, it’s still one of the most important, especially if you're a federal contractor. With some of the recent regulatory changes, including the January 2025 rescission of Executive Order 11246, you may be wondering where that leaves your obligations under Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA). 

Do you know what Section 503 of the Rehabilitation Act and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) mean for your organization? These two regulations are key to ensuring fair hiring practices and fostering inclusive workplaces, especially when it comes to IWD and protected veterans. If you're curious as to how these laws might impact your compliance strategy, read on! 

HR compliance failures begin in the margins with small errors, missed deadlines, or incomplete reports. But these minor issues can snowball into failed audits, penalties, and lost government contracts. For HR leaders navigating federal reporting requirements, the margin for error is thin, and the consequences are significant. 

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

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).