July 5, 2020

Volume X, Number 187

July 03, 2020

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July 02, 2020

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OFCCP Updates Disability Self-ID Form

Since 2014, OFCCP-covered employers have been required to invite job applicants, pre-offer, to disclose their disability status via a form prescribed by the OFCCP.  The information thus obtained helps employers analyze (1) the efficacy of their diversity recruiting efforts and (2) hiring rates of persons with disabilities.

This week, the Agency unveiled a modified format for that invitation. OFCCP hopes the revised form will increase the response rate for applicants and employees, who are often reluctant to disclose disabilities.  The form incorporates some changes requested by employers, and reduces the invitation to a single page.

Covered federal contractors and subcontractors must begin using the new form by August 4, 2020.    The new form can be accessed here.

Notable changes to the form include:

  • The “Reasonable Accommodation Notice” is removed (contractors should still have such a notice at the start of their online job search processes, where the notice is more relevant and useful).

  • The footnote citing to Section 503 of the Rehabilitation Act of 1973 is removed, and instead the law is cited in the body of the form.

  • The new form has a section that can be customized by employers for recordkeeping. Employers can add information like job title, applicant number, or date of hire, to aid its applicant tracking.

OFCCP also has a FAQ section to aid employers with the invitation form.

Use of OFCCP’s form remains mandatory, and employers are not free to substitute their own versions.  OFCCP’s form must be incorporated into the employers’ application system, whether in traditional “paper” format or via an online process.  Whether applicants choose to provide the requested disability information, however, is wholly voluntary.

Copyright © 2020, Hunton Andrews Kurth LLP. All Rights Reserved.National Law Review, Volume X, Number 133


About this Author

Christy Kiely Employment Lawyer Hunton Andrews Kurth Law Firm Richmond

Christy’s practice encompasses employmentlitigation, EEOC charges, #MeToo investigations, pay equity analyses, advice, training, affirmative action, and audit defense before the OFCCP.

Christy’s work focuses on pay equity analyses, affirmative action work and audit defense before the Office of Federal Contract Compliance Programs. She also has substantial experience with employment litigation in federal and state courts, administrative practice before the Equal Employment Opportunity Commission, and advice to business management and in-house counsel on a full range of employment...

804 788 8677
Alan Marcuis Employment Attorney Dallas Hunton AK

Alan represents management in complex labor and employment law matters, including contract, trade secret and post-employment restrictive covenants, EEO litigation, collective bargaining and labor relations.

At Hunton Andrews Kurth LLP, Alan serves as co-head of the Unfair Competition & Information Task Force and Hiring Partner for the firm’s Texas offices. He is a contributing author to the the firm’s Employment & Labor Perspectives blog.

Alan is admitted to practice in the United States Court of Appeals for the Fifth Circuit, the United States District Court: for the Northern District of Texas, Southern District of Texas, Western District of Texas, Eastern District of Texas and Northern District of Oklahoma.

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