Federal Disability-Employment Accountability Weakens Amid Continuing EEOC Enforcement

OFCCP finalized rules removing federal contractors' disability self-identification requirement and the 7% utilization goal for Section 503 affirmative-action plans, weakening employment data collection and accountability; implementation is expected after September 21. EEOC enforcement continues, including matters involving reassignment, blindness, seizure-related discrimination, improper paperwork demands, accommodation failures, Butterball, and whether episodic pain qualifies as an ADA disability. An Eighth Circuit ruling upheld an evidence-based direct-threat defense and reinforced individualized safety assessments.