Veterans Readjustment Benefits Act
Congress established the Veterans' Preference Act of 1944 to give job preference to veterans returning home from the war. Thereafter, the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA) was established in addition to the Veterans' Preference Act to provide specific assistance to Vietnam veterans. Both of these laws were placed into Title Five of the United States Code. Since 1974, Title Five has been expanded to include additional veteran job-preference laws such as the Veterans Employment Opportunities Act of 1998, the Veterans Benefits and Health Care Improvement Act of 2000 and Jobs for Veterans Act of 2002. Under VEVRAA and these acts, federal government contractors and subcontractors meeting certain contract threshold dollar limits must take affirmative measures to employ veterans.
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Why Was the Act Created
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VEVRAA was created to assist veterans in obtaining competitive jobs after serving in the military. According to the United States Department of Labor, VEVRAA was designed to "promote qualified special disabled veterans, veterans of the Vietnam-era and any veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized."
When is the Act Applicable?
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VEVRAA is applicable to federal contractors who work with subcontractors who receive contracts totalling $25,000 or more. Also, VEVRAA applies to federal contractors who have 50 employees and $50,000 or more that is derived from federal contract work.
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Employer Responsiblities under VEVRAA
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According to the United States Department of Labor, "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."
Enforcement of VEVRAA
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VEVRAA is subject to enforcement by the Employment Standards Administration's Office of Federal Contract Compliance. This office is included in the United States Department of Labor. A failure to abide by the terms of VEVRAA can subject an employer to substantial fines and/or discontinuance in federal contract programs.
Filing a Complaint
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A veteran who believes he or she has been discriminated against pursuant to VEVRAA may file a complaint. The form for the complaint may be obtained at the Department of Labor website at http://www.dol.gov/esa/ofccp/regs/compliance/pdf/revcc_4.pdf. The form must be filed within 300 days of the alleged discriminatory act.
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