UPDATE: OFCCP’s Disability Self-ID Form Approved for 3 Years

UPDATE (02/01/2017):

As an FYI, the OFCCP is stating that, although the new form should be used starting today, because of systems changes, etc., you will have 10 days to implement the new form.  No changes were made from the last form other than the date for approval (1/31/2020).  Make sure your ATS and onboarding are using the new form.


In case you missed it, the OFCCP announced today that the OMB (Office of Management and Budget) released a new disability self-I.D. form. Federal Contractors need to start using the new form immediately.

This form is to be used when soliciting applicants at the pre-offer (applicant stage) and post-offer (on boarding) stage, as well as to survey your workforce for Disability status every five years.  This has been the case since the VEVRAA and 503 regulation changes came into effect as of March 2014.

The only change made to the form is a new expiration date.  In short, this form replaces the Disability Self-I.D. form that Federal Contractors have been using to obtain Disability Status of their applicants.

For additional assistance with Disability reporting, please reach out to Biddle Consulting Group:

(800) 999-0438 or staff@biddle.com

Resource (PDF): New Disability Self-ID Form

Early-Bird Discount – 2nd Annual BCGi Summit

bcgi-summit-logo-250x792nd Annual BCGi Summit
Managing Uncertainty: EEO in a New Administration

Early-bird registration is still available for the 2017 BCGi Summit. Biddle Consulting Group’s experts partner with leading industry experts to deliver a variety of EEO Topics during this one and a half (1.5) day conference.

2017 BCGi Summit Details:

  • When: April 6-7, 2017 (Bonus Pre-Conference “Ask The Experts” Sessions: April 5)
  • Where: JW Marriott San Francisco Union Square (San Francisco, CA)
  • Registration Fee: $695 (Early Bird Discount – Save $100, if you register by February 28, 2017)

Session Topics:

  • Insight From The Inside: Former OFCCP Staff Speak Out
  • Exploring The Future Of Compensation Equity: Lessons From The California Fair Pay Act
  • The Unseen World of Implicit Bias: How To Identify It And What To Do About It
  • Big Questions – Big Data: How Advanced Analytics Shed Insight Into EEO
  • Recruiting And Retaining Individuals With Disabilities: Tools & Techniques That Work

Spring Into Action!

National Disability Employment Awareness Month – October 2016

National Diversity Employment Awarness Month NDEAMOctober is NDEAM, at the Department of Labor – National Disability Employment Awareness Month, which “celebrates the contributions of workers with disabilities and educates about the value of a diverse workforce inclusive of their skills and talents.”

The goal is to educate companies of NDEAM, which dates back to October 1945 when it was originally named National Employ the Physically Handicapped Week.

However, the history of government intervention in rehabilitating individuals with disabilities goes back even further than 1945, unsurprisingly, to World War I. The 1917 Smith-Hughes Act, 1918 Soldier’s Rehabilitation Act, and more substantially, the 1920 Smith Fess Act came out of combat related disabilities and an effort to rehabilitate soldiers. However, the Smith Fess Act also provided assistance for non-war related disabilities.

The NDEAM website gives examples of how employers can educate their managers and employees to create a more inclusive workplace by mentoring, advertising their involvement in NDEAM through social media, and many other ways.

Visit the website to discover ideas that you can use in your organization and document as part of your Diversity and Inclusion efforts: https://www.dol.gov/odep/topics/ndeam/index.htm.

EEOC EEO-1 Report Data Collection Webinars

On September 29, 2016, the U.S. Equal Employment Opportunity Commission (EEOC) announced that it will start collecting the summary employee pay data from federal contractors and subcontractors. The new data will be added to the annual Employer Information Report or EEO-1 report, coordinated jointly by the EEOC and the Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP). Please note that only contractors with 100 or more employees will report the summary pay data (i.e., contractors with 50-99 employees will continue to report employees by job category, sex, and ethnicity/race, without having to report the new data). In lieu of the September 30, 2017 filing deadline, the 2017 New EEO-1 report will have to be submitted on March 31, 2018, giving employers 18 months to prepare.

EEOC staff is offering FREE webinars on October 20 and October 26, in which they will provide information on the data collection, as well as answer any questions that you may have. If interested, please sign up now for one of the following schedules (since both webinars will cover the same topics). After registration, an email confirmation will be sent with a personalized access link and instructions to connect the webinar.

October 20, 2:00pm ET (11:00am PT): http://ems7.intellor.com?do=register&t=1&p=707690 (FULL)
October 26, 2:00pm ET (11:00am PT): http://ems7.intellor.com?do=register&t=1&p=707692 (FULL)

Note: Both sessions are full at this time. For those who weren’t able to register, BCG will monitor the EEOC’s website and redistribute the recorded webinar as it is posted. In addition, BCGi will attempt to record the EEOC’s webinar on October 20th, and, where legally able to do so, make that available to all BCGi members.