outsolve insights

This article provides strategic guidance for employers, as outlined by OutSolve and Roffman Horvitz.

OutSolve U.S. Department of Labor Appears Poised to Maintain Existing Contractor Obligations for Veterans and Individuals with Disabilities

Federal contractors continue to face scrutiny when it comes to affirmative action and equal employment compliance. Section 503 of the Rehabilitation Act and the Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) are two such regulations that directly impact how federal contractors recruit, document, train, and communicate across their organizations. Having a clear, reliable checklist on Section 503 and VEVRAA priorities and responsibilities helps employers move from reactive scrambling to proactive, audit -ready confidence.

John Piatt, SHRM-SCP VEVRAA and Section 503 Checklist for HR Professionals

Recruiting under Section 503 and the Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) can feel like a balancing act, combining compliance expectations with the goal of building a workforce that reflects different experiences, skills, and perspectives. 

For federal contractors, Section 503 and VEVRAA requirements are an integral part of recruiting practices. For HR, they also shape how inclusion is incorporated into everyday hiring strategies and decisions.  

Veteran and disability recruitment are smart business moves that strengthen teams, initiate new ideas, and improve overall outcomes across the company. 

Here's What You'll Learn

{% module_block module "widget_e89e11bb-c740-46c7-b809-143636303896" %}{% module_attribute "child_css" is_json="true" %}{}{% end_module_attribute %}{% module_attribute "col_1" is_json="true" %}{% raw %}{"animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"content":[{"bp_font_size":14,"submit_alt":false,"bullet":["What Section 503 and VEVRAA require from a recruiting perspective.","Practical and effective ways HR can attract protected veterans and individuals with disabilities.","How to document outreach and maintain other good faith efforts.","Common challenges that can create risk and how to avoid them.","How the right tools and compliance partners can support both Section 503 and VEVRAA compliance."],"heading":"Gradient Heading","custom_bullet_style":true,"form":{"message":"Thanks for submitting the form.","response_type":"inline"},"keep_open":false,"gradient_angle":"90deg","animation":{"delay":"none","rellax_speed":1,"reps":"none","speed":"none","type":"none"},"form_help_privacy":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"drop_middle":false,"bullet_point_icon":{"icon_set":"fontawesome-6.4.2","name":"Circle Check","type":"SOLID","unicode":"f058"},"link_opts":{"link":{"no_follow":false,"open_in_new_tab":false,"rel":"","sponsored":false,"url":{"content_id":null,"href":"","href_with_scheme":"","type":"EXTERNAL"},"user_generated_content":false}},"rotation_speed":4,"gradient_color_1":{"color":"#FF00FF","css":"#FF00FF","hex":"#FF00FF","opacity":100,"rgb":"rgb(255, 0, 255)","rgba":"rgba(255, 0, 255, 1)"},"rotating_text_style":"h1","icon_size":18,"gradient_color_2":{"color":"#0600FF","css":"#0600FF","hex":"#0600FF","opacity":100,"rgb":"rgb(6, 0, 255)","rgba":"rgba(6, 0, 255, 1)"},"custom_form_label_colors":false,"lottie_unique_id":"lottie-01","accordions":[],"icon_style":{"color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"custom_color":false,"size":25},"drop_end":false,"make_link":false,"use_custom_color":false,"dropshadow":{"blur_radius":5,"color":{"color":"#000000","css":"rgba(0, 0, 0, 20%)","hex":"#000000","opacity":20,"rgb":"rgb(0, 0, 0)","rgba":"rgba(0, 0, 0, 0.2)"},"horizontal_length":0,"spread":0,"vertical_length":0},"custom_divider_color":{"color":null,"css":"","hex":null,"opacity":null,"rgb":null,"rgba":null},"rich_text":" John Piatt, SHRM-SCP How to Compliantly Recruit for Section 503 and VEVRAA