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. Requires, in part, that contractors must provide reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability, unless it demonstrates that the accommodation would impose an undue hardship on business operation.
Section 503 emphasizes that contractors have an obligation to provide reasonable accommodation as a matter of nondiscrimination. As a matter of affirmative action, the contractor also has an obligation to ask if an accommodation is needed if an individual with a disability is having performance problems likely related to the disability.
Section 503 also states that the development and use of written reasonable accommodation procedures is a best practice.
Learn more by visiting the Department of Labor’s Section 503 page: www.dol.gov/ofccp/regs/compliance/section503.htm