Section 503 of the Rehabilitation Act of 1973 requires federal contractors and subcontractors to take affirmative action to employ and advance in employment qualified individuals with disabilities. Contractors must not discriminate against individuals with disabilities in any respect of employment and must take proactive steps to recruit, hire, promote, and retain individuals with disabilities.

Contractors should aim for a workforce composition where at least 7% of employees are individuals with disabilities and maintain records and submit reports demonstrating compliance with Section 503 requirements.

Federal contractors and subcontractors must not discriminate against protected veterans in employment. This includes disabled veterans, recently separated veterans, active-duty wartime or campaign badge veterans, and armed services medal veterans.

This involves implementing specific measures to recruit, hire, promote, and retain protected veterans and they are given equal opportunity in the workplace. Covered contractors must also submit the VETS-4212 report annually, detailing number of protected veterans employed and hired during the reporting period. And lastly, contractors must list their job openings with appropriate employment service delivery systems, ensuring that protected veterans are aware of and can apply for these