Thursday May 01, 2014

US HRMS Customers Needing to Comply with 2014 OFCCP Section 503 & VEVRAA Regulations

On August 27, 2013, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) announced a Final Rule that makes changes to the regulations implementing Section 503 of the Rehabilitation Act of 1973 as amended (Section 503) at 41 CFR Part 60-741. Section 503 prohibits federal contractors and subcontractors from discriminating in employment against individuals with disabilities (IWDs), and requires these employers to take affirmative action to recruit, hire, promote, and retain these individuals. The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire IWDs, and improve job opportunities for individuals with disabilities. The Final Rule also makes changes to the nondiscrimination provisions of the regulations to bring them into compliance with the ADA Amendments Act of 2008.

The U.S. Department of Labor’s Office of Federal Contract Compliance Programs also announced a Final Rule that makes changes to the regulations implementing the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), as amended at 41 CFR Part 60-300. VEVRAA prohibits federal contractors and subcontractors from discriminating in employment against protected veterans, and requires these employers to take affirmative action to recruit, hire, promote, and retain these veterans. The Final Rule strengthens the affirmative action provisions of the regulations to aid contractors in their efforts to recruit and hire protected veterans and improve job opportunities for protected veterans.

The OFCCP published the Final Rule in the Federal Register on September 24, 2013, which became effective on March 24, 2014. However, current contractors with a written affirmative action program (AAP) already in place on the effective date have additional time to come into compliance with the AAP requirements: they can maintain that AAP for the duration of their AAP year. Such contractors are required to update their affirmative action programs to come into compliance with the requirements of subpart C of this final rule at the start of their next standard twelve month AAP review cycle.

Under the new Section 503 regulations, federal contractors are required to extend three separate invitations to applicants or employees to optionally self-identify their disability status:

  • Pre-Offer: All applicants must be offered an invitation to self-identify as individuals with a disability whenever the applicant “applies or is considered for employment.” To accommodate this requirement, a new page "Disability Information" that offers candidates the opportunity to self-identify their disability status when applying for a new job is being delivered as part of the Oracle EBS iRecruitment product. This page will be made available as part of the External candidate job application flow for external applicants.
  • Post-Offer: After the offer of employment, as the applicant begins job duties, contractors must extend another invitation to voluntarily self-identify as an individual with a disability. A new form CC 305 must be offered as part of the new hire “paper work”.
  • Existing Employees: All federal Contractors must invite all current employees to voluntarily self-identify as an individual with a disability at least once every 5 years using the language prescribed by the OFCCP in new form CC 305.

Under the new VEVRAA regulations, federal contractors are required to extend two separate invitations to applicants / employees to optionally self-identify their veteran status:

  • Pre-Offer: Prior to extending a job offer, all applicants must be offered an opportunity to self identify as a “protected veteran”. To accommodate this requirement, a new page called Veteran Information for candidates to self identify as a protected veteran when applying for a new job is being delivered as part of the iRecruitment product. This page will be available to external applicants only. Veteran information for internal applications will be defaulted based on the data provided in the HR system and the candidate could be directed to the HR self identification form if they desire to change any information.
  • Post-Offer: After the offer of employment, but before the applicant begins job duties, contractors must extend a second invitation to voluntarily self-identify their veteran status.

To accommodate the Section 503 and VEVRAA Post-Offer requirements, the following US HR one off patches have been released for Release 12.1 customers that contain a new Employee Self Service pages: Disclose Disability Status and Invitation to Disclose Veteran Status.  These pages contain enter-able PDF forms containing the language required by the regulations where users can optionally make a selection and submit it as part of Employee Self Service.


Patches:

18410751:R12.PER.B - For Release 12.1 customers who have applied: 

  • R12.1 HRMS RUP6 18598262:R12.PER.B - For Release 12.1 customers who have applied R12.1 HRMS RUP5

The above patches also contain a new report 'US OFCCP Disability/VEVRAA Audit Report' to assist customers in the event they are selected for a compliance audit by the OFCCP. This new report can be used to generate an audit report containing employee disability and veteran status information. Please note that this new report provides audit details for employees only; it does not report applicant data.


Please see the following readmes on My Oracle Support for full details**:

**Note: The functional readmes listed above do not contain detailed patch installation instructions. Please refer to the applicable patch readme available in the patch download area on My Oracle Support for the patch installation instructions.

Oracle Development is targeting mid-May to release one off US HR patches for Release 11i and 12.0 customers.

For further details on the new regulations and what Oracle Development is delivering to accommodate these regulations, please also see :

Please note that a one off patch is being released separately for the Oracle iRecruitment product to accommodate the pre-offer requirements for applicants. More information on the iRecruitment patch can be found in My Oracle Support

Logistics Consolidated RUP9 Patch Released

Logistics Consolidated RUP9 (VERSION 12.1.1 TO 12.1.3 [RELEASE 12.1]) Patch 18618946 R12.WMS.B.delta.9 has been released. For non-WMS (Inventory Only) Customers, Inventory Consolidated RUP9 (VERSION 12.1.1 TO 12.1.3 [RELEASE 12.1]) Patch 18615837 R12.INV.B.delta.9 is now also available.

Remember to keep up with your RUP patches in order to reduce outages, improve User productivity, and decrease total cost of ownership of the Oracle EBS Inventory Modules. The Inventory Support Team can't say it enough, keeping on the latest rollup patch is the fastest way to avoid SR's and to get fixes for known issues. Avoid SR's by staying on the latest RUP.

The latest RUP's:

Product Release Latest Released RUP Patch Release Date
WMS

 R12.1  Patch 18618946 Logistics Consolidated RUP9 (R12.WMS.B.delta.9)  April 2014
 R11.5.10  Patch 10129740 WMS RUP 20  February 2011
INV & RCV

 R12.1  Patch 18615837 Inventory Consolidated RUP9 (R12.INV.B.delta.9)  April 2014
 R12.0  Patch 8478486 INV and Receiving (PO): Release 12.0, Rollup Patch 7 (12.0.7)  July 2009
 R11.5.10  Patch 10111967 INV Rollup 23  July 2011
PIM

 R12.1  Patch 16226394:R12.EGO.C PIM 12.1.3.2 RUP CONSOLIDATION
 September 2013
 R12.0  8445429:R12.EGO.A R12 RUP7 PIM PATCHSET (Standalone patch only on top of 12.0.6 (6728000))
 July 2009
 R11.5.10  ROLLUP PATCH E22 (This is the last 11.5.10 rollup patch for PLM.E)
 January 2011

Reference the following resources for the above information and full RUP details, to help keep up with RUP's:

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