Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA)

Scope

The law applies to those with contracts 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. Disabled veterans, recently separated veterans (veterans within three 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 “active duty wartime or campaign badge veterans”), and Armed Forces service medal veterans are protected veterans under VEVRAA.

Regulatory citations

• None

Key definitions

• None

Summary of requirements

Discrimination. VEVRAA prohibits discrimination against covered veterans. It also 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.

Annual reports. Further, VEVRAA requires certain federal contractors and subcontractors to compile and submit annually a report on the number of current employees who are covered veterans. Contractors with federal contracts of $25,000 or more entered into before December 1, 2003, must file a VETS-100 Report, while contractors with federal contracts of $100,000 or more entered into on or after December 1, 2003, must file a VETS-100 Report.

Reporting cycle. The VETS-100 reporting cycle begins annually on August 1 and ends September 30. Companies can submit reports online through the Department of Labor website at http://vets.dol.gov/vets100.

Enforcement. 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.