The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires covered federal government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings. Further, VEVRAA requires federal contractors and subcontractors to compile and submit annually a report on the number of current employees who are covered veterans. The affirmative action and mandatory job-listing provisions of VEVRAA are enforced by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL). DOL’s Veterans’ Employment and Training Service (VETS) administers the veterans’ employment reporting requirement.
COMPLIANCE ASSISTANCE MATERIALS
Employment Law Guide - Employment Discrimination and Equal Opportunity for Certain Veterans Who Served on Active Duty and Special Disabled Veterans - Describes the affirmative action requirements of covered contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA).
Federal Contractor Program Information Page - Provides information on the two components of the U.S. Department of Labor's Veterans' Employment and Training Services' (VETS) Federal Contractor Program, the Federal Contractor Job Listing Program, and the VETS-100 Reporting Requirements.
Veterans' Frequently Asked Questions
Frequently Asked Questions about the VEVRAA
Frequently Asked Questions About the Federal Contractor Program
Federal Contractor Program - Provides information on affirmative action designed to hire and promote special disabled veterans, veterans of the Vietnam era, recently separated veterans, and any other veterans who served on active duty during a war.
Federal Contract Compliance Manual - This reference tool for federal contractors and their equal employment opportunity and human resources managers describes DOL's Office of Federal Contract Compliance Programs' (OFCCP) standard operating procedures for OFCCP compliance officers.
Filing a Complaint - Individuals may file a complaint with the OFCCP if they believe they have been discriminated against by federal contractors or subcontractors.
The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) Fact Sheet - Provides information on the responsibilities of employers with federal contracts and subcontracts regarding the protected employment rights of Vietnam era veterans, special disabled veterans, and veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
Federal Contractor Program Fact Sheet
elaws Federal Contractor Compliance Programs Advisor - Helps federal contractors and subcontractors answer basic questions about coverage and compliance issues related to the equal employment opportunity laws administered by the DOL's Office of Federal Contract Compliance Programs (OFCCP).
Federal contractors are required to preserve any personnel or employment records made or kept by the contractor for two years from the date of the making of the personnel record or the personnel action, whichever occurs later. Examples of records that must be maintained include but are not limited to: job descriptions; job postings and advertisements; records of job offers; applications and resumes; interview notes; tests and test results; written employment policies and procedures; and personnel files. Contractors with fewer than 150 employees or who do not have a government contract of at least $150,000 only need to keep records for one year.
VETS-100 - Federal contractors and subcontractors with a federal contract of $25,000 or more, entered into before December 1, 2003, are required to complete an annual report showing the numbers of qualified special disabled veterans, veterans of the Vietnam era, and any other protected veterans hired or employed during the reporting period. Note that the Job for Veterans Act (JVA) has amended VEVRAA, changing the VETS-100 reporting requirements for contracts entered into on or after December 1, 2003. These changes (1) raise the reporting threshold from $25,000 to $100,000, and (2) modify the categories of covered veterans in the report. Any contractor or subcontractor whose only federal contract is a contract of $100,000 or more entered into on or after December 1, 2003, is not required to file a VETS-100 report until new regulations are published by DOL's Veterans' Employment and Training Service (VETS) implementing these changes.
APPLICABLE LAWS AND REGULATIONS
Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended (VEVRAA) - Requires that contractors and subcontractors with a federal contract or subcontract in the amount of $100,000 or more, entered into on or after December 1, 2003, for the purchase, sale, or use of personal property or non-personal services (including construction), take affirmative action to employ and advance in employment qualified covered veterans. Disabled veterans, recently separated veterans (veterans within 3 years of their discharge or release from active duty), veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized (referred to as “other protected veterans”), and Armed Forces service medal veterans are covered veterans under VEVRAA.
Prior to amendments made by the Jobs for Veterans Act (JVA), VEVRAA applied to contracts in the amount of $25,000 or more, and covered other categories of veterans. The JVA amendments apply only to contracts entered into on after December 1, 2003. For contracts or subcontracts of $25,000 or more, entered into before December 1, 2003, VEVRAA requires contractors to employ and advance in employment qualified disabled veterans, veterans of the Vietnam era, recently separated veterans (veterans within 1 year of their discharge or release from active duty), and other protected veterans.
41 CFR Part 60-250 - Regulations describing the affirmative action obligations of contractors and subcontractors for qualified special disabled veterans and veterans of the Vietnam era.
RELATED TOPICS AND LINKS
Veterans’ Preference - Provides information to disabled veterans and those who served on active duty in the Armed Forces during certain specified time periods or in military campaigns. These individuals are entitled to preference over non-veterans both in federal hiring practices and in retention during reductions in force.
Employment Services for Veterans - Provides information to eligible veterans on employment and training services.
DisabilityInfo.Gov - Provides one-stop online access to disability-related resources, services, and information available throughout the federal government.
Job Applicants and the Americans with Disabilities Act
Office of Disability Employment Policy (ODEP) Fact Sheets - A collection of fact sheets on compliance issues, accommodation, and hiring people with disabilities.
Employment Standards Administration (ESA)
Office of Federal Contract Compliance Programs (OFCCP)
200 Constitution Avenue, NW
Washington, DC 20210
Tel: 1-866-4-USA-DOL (1-866-487-2365), or 1-800-397-6251
Veterans’ Employment and Training Service (VETS)
200 Constitution Avenue, NW
Washington, D.C. 20210
Tel: 1-866-4-USA-DOL (1-866-487-2365) or 202-693-4770
For questions on other DOL laws,
please call DOL's Toll-Free Help Line at 1-866-4-USA-DOL. Live assistance is available in English and Spanish, Monday through Friday from 8:00 a.m. to 8:00 p.m. Eastern Time. Additional service is available in more than 140 languages through a translation service.