Section 503 and VEVRAA Affirmative Action Plans. Yes, they are still required.

Section 503 and VEVRAA Affirmative Action Plans. Yes, they are still required.

Section 503 of the Rehabilitation Act and VEVRAA (Vietnam Era Veterans' Readjustment Assistance Act) are still in effect. Both are pivotal 2026 federal mandates and require written affirmative action plans. Section 503 prohibits disability-based discrimination and enforces a workforce utilization goal for qualified individuals with disabilities, while VEVRAA mandates hiring and retaining protected veterans, including setting annual hiring benchmarks and outreach efforts. These laws demand rigorous documentation, and ongoing compliance tracking.

What We Offer:
Compliant Plan Development: Ensure your policies promote equal opportunity and align with regulations.
Self-Identification and Data Collection: Establish processes for voluntary self-identification and accurate data reporting.
Workforce Analysis: Assess your workforce to meet utilization goals.
Training and Awareness: Equip managers and HR teams with the knowledge of the law
Prevention and Documentation: Prepare for potential risks with comprehensive documentation and compliance reviews.

Why Choose OutSolve
Extensive experience in compliance and best practices
Tailored solutions to help you meet hiring benchmarks
Ongoing support to adapt to evolving regulations and maintain compliance

Visit us at OutSolve.com