Federal Law > Discrimination Laws > Vietnam Era Veterans' Readjustment Assistance Act

Vietnam Era Veterans' Readjustment Assistance Act

 

Purpose and coverage. The Vietnam Era Veterans' Readjustment Assistance Act1 requires employers with federal contracts or subcontracts of $10,000 or more to take affirmative action to hire and promote certain veterans and disabled veterans. If any special disabled veteran or veteran of the Vietnam era believes any contractor of the United States has failed to comply with the Act, he/she may file a complaint with the Department of Labor. Special disabled veterans include those persons who have a military disability of at least thirty-percent or who have been released from active duty under a service-connected disability, or persons who are on active duty for at least 180 days during the Vietnam War and were not dishonorably discharged.

Every contractor subject to the Act must have an affirmative action clause in each of its covered government contracts or subcontracts. The affirmative action clause is described in regulations enforced by the OFCCP.2

Affirmative action program. If a covered employer has fifty or more workers and contracts or subcontracts of $50,000 or more, the employer must develop an affirmative action plan at each establishment which sets forth the contractor's policies, practices and procedures promoting the affirmative action obligations of the Vietnam Era Veterans' Readjustment Assistance Act, and the affirmative action program must be prepared within 120 days of the commencement of a government contract.3



SOURCES
  1. 38 U.S.C. § 4211, et seq.

  2. 41 CFR § 60-250.4.

  3. 38 U.S.C. § 60-250.5.
Login to read more.

Related Articles

11/07/2018 $300,000 to 132 Pharmacy Technicians in Pay Discrimination Case
08/22/2018 $222,000 to Settle Pay Discrimination Claims
02/08/2018 EEOC Announces Enforcement Data for 2017
10/11/2017 New Digest of EEO Law
04/28/2017 $1.95 Million to Settle Retaliation Claims; Training Ordered
04/06/2017 OFCCP Updates Annual VEVRAA Benchmark
05/12/2016 $1.85 Million Settlement for Female Applicants of a Federal Food Service Contractor Which Systematically Discriminated Against Qualified Women
01/26/2015 Policies and Training Save Employer From Punitive Damages
01/23/2015 OFCCP Publishes New FAQ on Information Required From Vets During Hiring
09/29/2014 Department of Labor Publishes Final Rule Reducing Reporting Requirements Under VEVRAA
08/04/2014 President Signs Executive Order Directed at Federal Contractors and Their Employees
01/29/2014 OFCCP Approves Self-Identification of Disability Form
12/31/2013 Q and A About Changes to VEVRAA and Section 503
08/28/2013 Department of Labor Finalizes Rules Improving Hiring and Employment of Veterans and People with Disabilities
08/27/2013 VETS-100/100A Report Deadline September 30th
08/28/2012 Tenth Circuit affirms $140,571.62 in attorneys' fees for the EEOC's "frivolous" lawsuit
07/31/2012 $550,000 Settlement in Hiring Discrimination Case Against Cheese Producer
01/17/2012 $219,000 Settlement in Racial Discrimination Against Defense Contractor
11/18/2011 $400,000 in Back Wages to Settle Hiring Discrimination Allegations Against Nishimoto Trading Co., Training Ordered
10/25/2011 $600,000 Settlement In Job Applicant Discrimination Allegations Against Federal Contractor
04/01/2011 Supreme Court Rules An Oral Complaint About Time-Keeping Practices is Protected Activity and Supports Retaliation Claim
02/01/2011 EEOC Reports Job Bias Charges Hit Record High of Nearly 100,000 in Fiscal Year 2010; Also Hits Record High in Monies Recovered from Employers
 

HR CARE®
MEMBER LOGIN

Username: *

Password: *
Accept terms *
Login failed.
 
copyright 2000 - 2021 Curtis Communications, Inc. All rights reserved. | Access to the HR Care publications is subject to certain terms and conditions.
Learn about our online compliance training at www.hrclassroom.com