|Printer-Friendly Version Download RIN Data in XML|
|EEOC||RIN: 3046-AA94||Publication ID: 2012|
|Title: ●Revisions to the Federal Sector's Affirmative Employment Obligations of Individuals with Disabilities Under Section 501 of the Rehabilitation Act of 1973, as Amended|
|Abstract: Section 501 of the Rehabilitation Act, as amended (Section 501), prohibits discrimination against individuals with disabilities in the Federal Government. The EEOC's regulations implementing section 501, as set forth in 29 CFR part 1614, require Federal agencies and departments to be "model employers" of individuals with disabilities."1 This proposed rule would revise the Federal Government's affirmative employment obligations in 29 CFR part 1614, to include a more detailed explanation of how Federal agencies and departments should "give full consideration to the hiring, placement and advancement of qualified individuals with disabilities."2 The revisions would be informed by the discussion in Management Directive 715 of the tools Federal agencies should use to establish goals for the employment and advancement of individuals with disabilities. The revisions may also include goals consistent with Executive Order 13548 to increase the employment of individuals with disabilities, with a particular focus on the employment of individuals with targeted disabilities. __________________ 1 29 CFR 1614.203(a). 2 Id.|
|Agency: Equal Employment Opportunity Commission(EEOC)||Priority: Other Significant|
|RIN Status: First time published in the Unified Agenda||Agenda Stage of Rulemaking: Proposed Rule Stage|
|Major: No||Unfunded Mandates: No|
|CFR Citation: 29 CFR 1614.203(a)|
|Legal Authority: 29 USC 791(b)|
Statement of Need: Pursuant to section 501 of the Rehabilitation Act, the Commission is authorized to issue such regulations as it deems necessary to carry out its responsibilities under this Act. Executive Order 13548 called for increased efforts by Federal agencies and departments to recruit, hire, retain, and return individuals with disabilities to the Federal workforce.
Alternatives: The EEOC will consider all alternatives offered by public commenters.
Anticipated Costs and Benefits: Any costs that might result would only be borne by the Federal Government. The revisions would contribute to increased employment of individuals with disabilities.
Risks: The proposed changes do not affect risks to public health, safety, or the environment.
|Regulatory Flexibility Analysis Required: No||Government Levels Affected: Federal|
|Small Entities Affected: No||Federalism: No|
|Included in the Regulatory Plan: Yes|
|RIN Data Printed in the FR: No|
|Related RINs: Related to 3046-AA73|
Assistant Legal Counsel, Office of Legal Counsel
Equal Employment Opportunity Commission
131 M Street NE.,
Washington, DC 20507
TDD Phone:202 663-7026