The DOL's Office of Federal Contract Compliance Programs (“OFCCP”) issued an Advanced Notice of Proposed Rulemaking on July 23, 2010, soliciting public comment on how to ensure that companies with federal contracts provide equal employment opportunities for people with disabilities. (The comment period ended on September 21, 2010.) While Section 503 of the Rehabilitation Act of 1973 sets forth affirmative action provisions to help ensure equal employment opportunities for disabled workers with companies with federal contracts, it has not been reviewed or revised since 1996. This fact, coupled with the rising and disproportionate unemployment rate for workers with disabilities, motivated the OFCCP to reexamine its affirmative action provisions under Section 503 in order “to make them more effective and to help ensure that more people with disabilities are employed and given the opportunity to advance in employment in the Federal contracting labor force.” One way OFCCP is looking to achieve these goals is to potentially adopt measures similar to those required under the Executive Order 11246 program for supply and service contractors. Under that program, covered contractors are required to, among other things, compare the percentage of women and minorities in each job group at an establishment with the availability of women and minorities to work in the job group. Given the OFCCP’s increased scrutiny of federal contractors in its compliance reviews, all companies with federal contracts should expect new rules in the near future.