Companies with federal contracts or subcontracts exceeding $10,000 are subject to Section 503's obligations to ensure equal employment for the disabled and take affirmative action to employ and promote individuals with disabilities. However, the OFCCP cited statistics showing the underemployment of people with disabilities as evidence that the regulations implementing Section 503 need to be comprehensively reviewed and revised for the first time since May 1, 1996. The OFCCP's stated goal is to "reexamine its affirmative action provisions under Section 503 to make them more effective and to help ensure that more people with disabilities are employed and given the opportunity to advance in employment in the Federal contracting labor force."