In the context of disability law, affirmative action is preferential hiring for people with disabilities. It is not a term from the Americans with Disabilities Act (ADA) but instead from two sections of the Rehabilitation Act. Section 501 covers federal employers, and Section 503 applies to federal contractors that have contracts of $10,000 or more with the federal government. Neither section requires a specific number of people with disabilities to be hired, but both have affirmative action goals for federal employers and federal contractors to work toward.
- Compliance and beyond: Have Section 503 rule changes changed the playing field?
Nearly two years later, where are we with respect to implementing the RA Section 503 rule changes?