Employment Law Commentary -- Volume 26, Issue 2, February 2014 - Some Thoughts on the New OFCCP Data Collection Regulations for Veterans and Individuals with Disabilities that Take Effect March 24, 2014


If You Have to Ask . . .

Most of us understand that employers should not ask for personal information from employees (or applicants for employment) if that information would be illegal to use in making employment decisions and is not job-related. Indeed, years ago, with the publication in October 2005 of the Final Rule, “Obligation to Solicit Race and Gender Data for Agency Enforcement Purposes,” the U.S. Department of Labor eliminated visual identification as the preferred method of obtaining the race (and gender) information required for affirmative action programs (AAPs) and EEO 1 reporting. But recent regulatory changes will, curiously, require multiple solicitations of disability and veteran information from applicants and employees.

Please see full issue below for more information.

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Topics:  Affirmative Action, Data Collection, Disability, OFCCP, Veterans, Vietnam Era Veterans’ Readjustment Assistance Act

Published In: Civil Rights Updates, Government Contracting Updates, Labor & Employment Updates, Military Updates

DISCLAIMER: Because of the generality of this update, the information provided herein may not be applicable in all situations and should not be acted upon without specific legal advice based on particular situations.

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