We want to make contractors aware that the revised regulations for Vietnam Era Veterans’ Readjustment Assistance Act, as amended (VEVRAA) and Section 503 of the Rehabilitation Act of 1973, as amended, require that contractors invite applicants and employees to self-identify as protected veterans at both the pre-offer and post-offer phases of the application/selection process. The new regulations also require that contractors invite applicants and employees to self-identify as an individual with a disability at both the pre-offer and post-offer phases of the application/selection process, using language mandated by OFCCP. The mandated language to invite applicants to identify as an individual with a disability is posted on OFCCP’s website.Requirements for self-identification for protected veterans:In addition to contractors being required to offer applicants the opportunity to identify their race and gender classification at both the pre and post offer stages of employment, contractors are also required to offer the opportunity for individuals to identify their protected veteran status. We’re pleased to let you know that reporting on protected veteran status has been simplified making your record keeping requirement less burdensome. Based on the VEVRAA final rule which revised the reporting requirements and replaced the VETS 100A report with the VETS-4212 report, you no longer have the obligation to report on specific veteran categories. Effective with the filing of your 2015 VETS-4212 report, you will be required to report the number of total protected veterans as opposed to reporting on specific veteran categories. A sample self-id form, which can be used at both the pre and post offer stages of employment, inviting individuals to identify their gender, race/ethnicity, and protected veteran status can be found on the following pages.Requirements for self-identification for individuals with disabilities:As a separate requirement, contractors also have the obligation to offer applicants and employees the opportunity to identify whether they are an individual with a disability at both the pre and post offer stages of employment. The Final Rule also requires that contractors invite their employees to self-identify as an individual with a disability within the first year after the revised regulations take effect and every five years, using OFCCP’s mandated language. At least once between the five years, contractors must remind employees that they may update their disability status at any time. The OFCCP mandated OMB form inviting applicants/employees to identify as an individual with a disability can be accessed at the following link: Department Of Labor RegulationsTiming of new self-identification requirements:The expectation is that contractors have begun the new self-identification process for protected veterans and individuals with disabilities. Documentation that contractors are following this process would be requested in an OFCCP audit.If you need further assistance with self-identification requirements download our “HR Guide to OFCCP Self-Identification Requirements,” or if you have any other questions about your affirmative action plan needs please contact us at firstname.lastname@example.org.