50 Essential Aspects of the Vietnam Era Veterans Readjustment Assistance Act

The Vietnam Era Veterans Readjustment Assistance Act, or VEVRAA, is a crucial piece of legislation designed to support and empower veterans who served during a challenging era in American history. This act, signed into law in 1974, aims to assist veterans in their transition to civilian life. In this comprehensive guide, we'll explore 50 essential aspects of VEVRAA, breaking down the complexities into simple, easy-to-understand points.

1. Origins of VEVRAA: Enacted in 1974, VEVRAA emerged during a time of social change following the Vietnam War, recognizing the unique challenges faced by veterans reintegrating into civilian life.

2. Protected Veterans Defined: VEVRAA extends its protections to various categories of veterans, including disabled veterans, recently separated veterans, active-duty wartime or campaign veterans, and Armed Forces service medal veterans.

3. Affirmative Action for Veterans: VEVRAA mandates federal contractors and subcontractors to take affirmative action in employing and advancing veterans.

4. Veteran Job Preference: Veterans are given preference for certain jobs and promotions within the federal government under VEVRAA.

5. Contractor Obligations: Companies with federal contracts exceeding a certain amount must adhere to specific affirmative action requirements outlined in VEVRAA.

6. Outreach and Positive Recruitment: Contractors must engage in outreach and positive recruitment activities to attract veterans to job opportunities.

7. Employment Assistance Programs: VEVRAA encourages the development and implementation of employment assistance programs for veterans.

8. Reasonable Accommodations: Employers covered by VEVRAA are required to make reasonable accommodations for known physical or mental disabilities of qualified veterans.

9. Equal Opportunity in Apprenticeships: VEVRAA extends its provisions to apprenticeship programs, ensuring veterans have equal opportunities to participate.

10. Reporting Requirements: Contractors must submit annual reports to the Department of Labor, providing information on their affirmative action efforts and employment of veterans.

11. Listing Job Openings: Covered employers must list job openings with the appropriate employment service delivery system.

12. Priority Referral of Veterans: Veterans registered with a state employment service must receive priority in referral to job openings.

13. Prohibited Discrimination: VEVRAA prohibits discrimination against veterans in employment decisions.

14. Uniformed Services Employment and Reemployment Rights Act (USERRA): VEVRAA complements USERRA, offering additional protections to veterans.

15. Subcontractor Compliance: Contractors must ensure that their subcontractors comply with VEVRAA requirements.

16. Government Investigations: The Office of Federal Contract Compliance Programs (OFCCP) monitors contractor compliance with VEVRAA through periodic investigations.

17. Review of Personnel Processes: Contractors must regularly review and update personnel processes to ensure compliance with VEVRAA.

18. Recordkeeping Requirements: Employers covered by VEVRAA must maintain certain records for specific periods to demonstrate compliance.

19. Special Disabled Veterans: VEVRAA provides additional protections for special disabled veterans, requiring contractors to take affirmative action to employ and advance them.

20. Apprenticeship Standards: Contractors involved in apprenticeship programs covered by VEVRAA must meet specific standards related to veterans' employment.

21. Training Programs: Contractors must develop and implement training programs to support the employment and advancement of covered veterans.

22. Recruitment Outreach Efforts: Employers must engage in recruitment efforts that target veterans, including the use of veteran job fairs and other initiatives.

23. Posting Notices: Contractors must post notices about VEVRAA rights and protections in a conspicuous location where employees and applicants can see them.

24. Employee Communication: Employers should communicate VEVRAA rights and affirmative action efforts to their employees.

25. Effective Date: VEVRAA has been in effect since its enactment in 1974 and has undergone amendments to address changing needs.

26. Job Listings Accessibility: Covered contractors must ensure that job listings are accessible to and usable by individuals with disabilities.

27. Affirmative Action Plans: Contractors with 50 or more employees and a contract of $50,000 or more must develop and maintain a written affirmative action plan.

28. Pre-Offer and Post-Offer Veterans Invitations: VEVRAA allows contractors to invite veterans to voluntarily self-identify pre-offer and post-offer.

29. Employment Opportunities for Veterans: VEVRAA emphasizes equal employment opportunities for veterans at all levels of employment.

30. Reporting on Employment Activity: Contractors must report on their employment activity, including data on the number of protected veterans employed.

31. Record Retention Period: Contractors must retain personnel and employment records related to VEVRAA for three years.

32. Special Emphasis Programs: VEVRAA encourages the establishment of special emphasis programs to address the employment needs of covered veterans.

33. Mandatory Job Listing Requirement: Contractors must list all employment openings with the appropriate state employment service where the opening occurs.

34. Utilization Goals: Contractors must establish annual hiring benchmarks, known as utilization goals, for the employment of covered veterans.

35. Best Practices: The OFCCP provides guidelines and best practices to help contractors meet their obligations under VEVRAA.

36. Notification of Rights: Employers must inform applicants and employees of their rights under VEVRAA.

37. Compliance Evaluations: The OFCCP conducts compliance evaluations to assess contractors' adherence to VEVRAA requirements.

38. Job Listings through Electronic Media: Contractors can use electronic media to satisfy job listing requirements under VEVRAA.

39. Training and Assistance: The Department of Labor provides training and assistance to employers covered by VEVRAA to ensure compliance.

40. Collecting Veteran Status Information: Contractors must collect information on the veteran status of applicants and employees for affirmative action purposes.

41. Confidentiality of Records: Employers must maintain the confidentiality of veteran status information collected under VEVRAA.

42. Outreach to Veterans' Organizations: Contractors should engage with and seek assistance from veterans' organizations in their affirmative action efforts.

43. Affirmative Action in Employment Decisions: Contractors must take affirmative action in all employment decisions to ensure equal opportunities for covered veterans.

44. Limitation on Information Gathering: VEVRAA places limitations on the types of information contractors can gather about applicants and employees.

45. Assistance from OFCCP: Contractors can seek assistance and guidance from the OFCCP to ensure compliance with VEVRAA.

46. Voluntary Compliance: The OFCCP encourages voluntary compliance and offers resources to help contractors understand and fulfill their obligations under VEVRAA.

47. Veteran Employment Reports: Contractors must submit annual employment reports on their affirmative action efforts.

48. Accessible Formats for Notices: Employers should provide notices about VEVRAA rights and affirmative action efforts in accessible formats for individuals with disabilities.

49. Internet Applicant Rule: Contractors must follow the Internet Applicant Rule when considering applicants for employment through electronic submission.

50. Supporting a Diverse Workforce: VEVRAA reinforces the importance of supporting a diverse and inclusive workforce by providing equal opportunities to veterans, contributing to a stronger and more resilient society