Section 501 Affirmative Action Compliance Key Focus of 15th Annual 462 Symposium
EEOC Officials to Explain Reporting and Implementation Requirements
Federal EEO professionals face a looming deadline just four months away: how to comply with updates to Section 501 of the Rehabilitation Act that raise the bar on reasonable accommodation and personal assistance services (PAS), as we wrote earlier this year.
By January 3, 2018, federal agencies must submit new affirmative action plans to EEOC that reflect the specific steps they will take to gradually increase the number of employees with disabilities toward the EEOC’s “12 percent/2 percent” goal, at both higher and lower salary levels. Agencies must also plan to provide PAS to certain disabled employees and meet other new requirements aimed at improving the recruitment, hiring, retention, and advancement of individuals with disabilities in the federal workforce.
Sorting out the many compliance details will be a major focus of MicroPact’s 15th Annual 462 Symposium, to be held on September 25 at the Washington Marriott Metro Center. The annual event brings together human capital management professionals from federal agencies to discuss best practices in EEO processing, network with peers, and receive training on MicroPact’s ICOMPLAINTS® software, the case management system used to manage 90 percent of all federal EEO claims. (The 462 Symposium gets its name from the detailed EEOC Form 462 Report that all federal agencies must submit annually in October.)
Two sessions featuring EEOC executives will focus on Section 501. Dexter Brooks, Associate Director of the agency’s Office of Federal Operations (OFO), will deliver the keynote address, entitled “True North: How EEO Professionals Advance the Federal Government as a Model Employee.” Brooks began his EEOC career in 1998 and has long served as agency’s the primary contact for federal stakeholders. As he has done throughout his tenure, he will connect the dots between the federal law, the EEOC policies that support it, and the work of the trained EEO professional who makes the intended conditions a reality.
In one of four breakout sessions, EEOC OFO Policy Advisor Anupa Iyer, Esq., will take a deeper dive into the EEOC’s Section 501 regulations, reporting requirements, and implementation efforts, in which she plays a key role. As a leading expert on disability employment within the federal sector, Iyer works closely with staff from EEOC, the Office of Personnel Management, and the Department of Labor’s Office of Disability Policy. In 2013 the White House honored her as one of eight “Champions of Change” who embody the spirit of the Americans with Disabilities Act.
Other breakout sessions will cover how to support work-life balance, build a non-mandated EEO program, and stop harassment in the workplace.
In the face of evolving federal labor law, achieving and maintaining annual compliance with Equal Employment Opportunity regulations and reporting requirements can be a monumental challenge. MicroPact’s EEO case management solution was developed specifically to manage the EEO process and generate the Form 462 annual report.
Reasonable Accommodation (RA) cases can be complex, requiring extensive personnel and financial resources, and often including a vast document repository. The entellitrak-based Reasonable Accommodation Software solutions manage the rules and regulations that guide RA policies and procedures, and track all case details.
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