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What is the hiring benchmark for individuals with disabilities?

What is the hiring benchmark for individuals with disabilities?

A new benchmark Called an aspirational goal, covered employers must now attain, or show progress toward attaining, a workforce that consists of at least seven percent of people with disabilities.

What is voluntary self-identification of disability?

The self-identification of disability form is a voluntary form, so each individual may choose to disclose his or her disability status, or not. The form also includes a statement that invites individuals to request accommodation to apply for a job or perform job duties.

What is a 503 Focus review?

In a Section 503 focused review, a compliance officer will review policies and practices of a contractor related solely to Section 503 compliance. The review will include interviews with managers responsible for equal employment opportunity and Section 503 compliance as well as employees affected by those policies.

What is the main purpose of Section 508 of the Rehabilitation Act?

Overview. Section 508 of the Rehabilitation Act (29 U.S.C. § 794d) requires that Federal agencies’ electronic and information technology is accessible to people with disabilities, including employees and members of the public.

Why do people self identify disability?

Self-identification helps federal contractors ensure they are meeting the 7% target. But it’s not all about the employer. Self-identification benefits those with disabilities, too. If you hide a disability, it’s impossible for the employer to make any accommodations that can benefit productivity or comfort.

Do I have to disclose my disability to my employer?

An individual does not have to disclose a disability to an employer unless they have an immediate need for a “reasonable accommodation” under the ADA during the interview, application process, or while on the job.

What does Section 503 of the Rehabilitation Act mean?

Under Section 503 of the Rehabilitation Act, businesses with 50 or more employees and $50,000 or more in federal contracts must take affirmative action to hire more people with disabilities. The rule encourages federal contractors to make an effort to ensure at least 7% of their employees are qualified individuals with disabilities.

What does GLBA Section 502 and regulation p require?

GLBA Section 502 and Regulation P also require that initial, annual, and revised notices provide information about the right to opt out of certain financial institution sharing of nonpublic personal information with some types of nonaffiliated third parties.

When was the GLBA amended to eliminate privacy notice confusion?

On December 4, 2015, Congress amended the GLBA as part of the Fixing America’s Surface Transportation Act (FAST Act). This amendment, titled Eliminate Privacy Notice Confusion, [ 2] added new GLBA section 503 (f).

Is there an exception to the GLBA for financial institutions?

amended section 503 of GLBA to establish an exception to the annual privacy notice requirements whereby a financial institution that meets certain criteria is not required to provide an annual privacy notice to customers. The amendment was effective upon enactment. There are fewer requirements to qualify for the exception to