Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) of 1974 and Jobs for Veterans Act (JVA) of 2003.

Due to the nuances of the VEVRAA and the changes imposed by the JVA, we thought that it would be helpful to dedicate this page to helping contractors understand their obligations under both Acts. The Jobs for Veterans Act amended VEVRAA’s contracting provisions regarding coverage, protected groups and mandatory job listing requirements of all Federal contracts entered into on or after December 1, 2003. Contracts entered into before December 1, 2003 remain subject to the VEVRAA requirements as they stood before enactment of JVA.

As reported in our compliance update dated June 26, 2008 (http://www.workplace-dynamics.com/News/Newsdetails.php?newsID=14), the following chart outlines the coverage, protected groups and job listing requirements.

	VEVRAA	JVA	VEVRAA & JVA
Contract Amount/Coverage	Single contract > $25,000 (non-aggregated) for the purchase, sale or use of personal property or non personal services	Single contract > $100,000 (non-aggregated) for the purchase, sale or use of personal property or non personal services	Both types of contracts
Contract Date	Entered before 12/1/03	Entered after 12/1/03	Entered into before or after 12/1/03
Veteran Categories	- Vietnam Era veterans - Special disabled veteran - Other protected veterans - Recently separated veterans	- Disabled veterans - Recently separated veterans - Other protected veterans - Armed Forces service medal veterans	All the categories
Recently Separated Veterans	Covers any veterans during the one-year period beginning on the date of the veteran’s discharge or release from active duty.	Covers any veterans during the three-year period beginning on the date of the veteran’s discharge or release from active duty.
VETS-100 Reporting Due Dates	VETS100 - 2008	VETS100A - 2009	2008 for the VETS-100 and 2009 for the VETS-100A
Mandatory Job Postings	Must list job openings with the appropriate local employment service or America’s Job Bank (now defunct)	Must post job openings with the local employment service delivery system.
AAP Development	Required with > 50 employees and $50,000 in contracts	Required with > 50 employees and $100,000 in contracts

Other VEVRAA requirements of contractors and subcontractors include:

Developing a written AAP if the contractor has at least 50 employees and a contract of $50,000 or more (or $100,000 for contracts entered into after 12/1/03).
Posting with the local State employment service all openings at all locations, except for:
1. Executive level management positions
2. Positions lasting three days or less
3. Positions which are to be filled from within the organization.
Providing equal employment opportunities to covered veterans.
Demonstrating compliance with the AAP and non-discrimination against covered veterans.
Recruiting and providing internal opportunities to covered veterans.
Filing the annual VETS-100 (or VETS-100A in 2009) report due September 30th, showing the number of covered veterans in the work force by job category, hiring location, and number of new hires. https://vets100.vets.dol.gov/

If you are a contractor or a subcontractor with job openings in one state, you may list job openings with your One Stop Service Center or Workforce Development Office. To find a center nearest you, you may contact your state’s Director of Veterans’ Employment and Training (DVET). A directory of State DVET office can be found at http://www.dol.gov/vets/aboutvets/contacts/main.htm . Information about the One Stop Service Centers can be found at http://www.careeronestop.org/ .

However, if you have job openings in multi-states, you are required to list job openings with each local Employment Service provider. This task becomes more complicated and is better approached by using an independent service provider. We have researched the various service providers and have entered into a partnership with eQuest.¹ (http://www.equest.com/release.php?page=workplacedynamics )

To help contractors and subcontractors comply with the job listing requirements of VEVRAA and JVA, eQuest offers an OFCCP Job Posting Compliance package. The eQuest Compliance package provides additional job posting services beyond that which is required by the regulations. In addition to the State employment service centers, their package delivers contractor’s postings to an assorted array of job boards that reach out to a diverse group of potential candidates. These job boards include diversity, armed forces, colleges, universities, and veteran and disabled veteran’s career sites. eQuest’s internet based program also links to most applicant tracking systems, such as Taleo, iRecruitment, and Vurv. When you sign up for the eQuest OFCCP Compliance package, you can rest assured knowing that you have met the VEVRAA/JVA job listing requirements. To confirm compliance, eQuest will provide you with reports that verify the job number, job title, and posting date. eQuest now offers a compliance package for small employers for posting of three states or less.

If you are interested in learning more about the eQuest OFCCP Compliance package, contact us.

¹ eQuest is the global leader in job-posting delivery and job board management services, including candidate sourcing metrics and job board evaluations, job board consultation and planning, job board negotiating, and billing control. In 2007, eQuest posted over 200 million jobs for more than 20,000 companies worldwide. Hundreds of job boards are supported in the eQuest network reaching over 180 countries and territories worldwide. eQuest is one of the most recognized and admired brands in the human resource industry. For more information, visit www.equest.com .

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