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The Rehabilitation Act
The Rehabilitation Act prohibits discrimination on the basis of disability in in Federal employment and in the employment practices of Federal contractors. The standards for determining employment discrimination under the Rehabilitation Act are the same as those used in title I of the Americans with Disabilities Act.
Section 501
Section 501 requires affirmative action and nondiscrimination in employment by Federal agencies of the executive branch. To obtain more information or to file a complaint, employees should contact their agency's Equal Employment Opportunity Office.
EEOC's
Final Rule on Application of ADA Standards to the Federal Workforce
This
final rule implements the amendments to section 501 of
the Rehabilitation Act and updates the EEOC's Rehabilitation
Act regulation in 29 C.F.R. § 1614.203. When Title I
of the ADA (employment provisions) was enacted, some
of the
legal
requirements of the ADA differed from the Rehabilitation
Act, even though
the two laws shared the same purpose: ending employment
discrimination based on disability. Congress subsequently
amended the Rehabilitation
Act, applying the ADA standards to federal employment.
This EEOC final regulation continues the movement towards
full integration
of individuals with disabilities into the Federal
workforce by clarifying the application of the employment
provisions
of the Americans with Disabilities Act of 1990 (ADA)
to federal government workers.
Section 503
Section 503 requires affirmative action and prohibits employment discrimination by Federal government contractors and subcontractors with contracts of more than $10,000.
For more information on section 503, contact:
Office of Federal Contract Compliance Programs
U.S. Department of Labor
200 Constitution Avenue, NW Room C-3325
Washington, D.C. 20210
(202) 693-0106 (voice/relay)