I just got out of the service. Where can I go for help finding a job?
The Department of Labor maintains the largest online labor exchange site
called Americas Career Kit. The Web address is
www.eworkforce.org/careerkit.
There you can find job listings, training opportunities, local labor market
information and post your resume. If you need personalized service, every state
employment service office (sometimes called a one-stop center) has job
specialists designated to work just with veterans. Call your state director for
veterans employment and training listed on this web site to find the location
nearest you.
Are there people at the Job Service Office with special knowledge to
help veterans get a job?
Yes. Most employment service offices (sometimes called one-stop centers)
have either a Disabled Veterans Outreach Program (DVOP) specialist or a Local
Veterans Employment Representative (LVER) designated to serve veterans
exclusively. Sometimes these employment representatives can be found at
veterans hospitals or other locations. To find the DVOP or LVER closest to you,
contact your state employment service.
I have a service-connected disability. Are there special programs for
me?
The Veterans' Employment and Training
Service (VETS) offers information on a variety of programs specifically
designed to assist veterans in employment and other issues.
Im a federal contractor. Do I have to file any forms with
Veterans' Employment and Training Service (VETS)?
If you are a contractor or subcontractor with a federal contract of more
than $25,000 you must file a VETS-100 form with VETS every year you have such a
contract. A copy of the form is on
line or you can call (703) 461-2460, or e-mail
helpdesk@vets100.com for more
information.
What is a VETS-100 form? Where can I get one?
A VETS-100 form must be filled out annually by all contractors and
subcontractors with a federal contract that exceeds $25,000. This form shows
the number of targeted veterans in their work force by job category, hiring
location, and number of new hires, including targeted veterans hired during the
reporting period and the maximum number of employees of such contractor during
the period covered by the report. You can get a
copy and instructions online or call
(703) 461-2460, or e-mail for more
information.
How do I find out if I qualify for veterans preference?
Veterans' preference is available to certain categories of veterans when
applying for jobs with the federal government. Eligibility requirements and
other regulations dealing with veterans preference are regulated by the
Office
of Personnel Management. States may also have their own veterans preference
regulations for state government jobs. If you believe your veterans' preference
rights have been violated, contact your local
VETS
office.
I will be discharged from the service in a few months. How can I get
ready for civilian life?
More than 111,000 transitioning service members take advantage of a 3-5
day Transition
Assistance Program (TAP) workshop offered at 174 military installations
nationwide. TAP workshops give information on finding jobs in the civilian
labor force and benefits and services available to veterans and their families.
Recently legislation was passed that allows military personnel within one year
of separating from the military service and service members within two years of
military retirement the opportunity to attend TAP workshops. For further
information, contact your installation Family Support Center or military
command. The e-VETS
Resource Advisor is an online tool designed to help veterans prepareing to
enter the job market. It includes information on a broad range of topics, such
as job search tools and tips, employment openings, career assessment, education
and training, and benefits and special services available to veterans.
How can I get my resume to employers who may want to hire veterans?
The Disabled Veterans Outreach Program
(DVOP) employment representative or Local Veterans Employment Representative
(LVER) at your local employment service office can make sure that your resume
gets to employers looking for someone with your job skills or interests.
I think I didnt get a job because the employer didnt want
to hire veterans. Is there anything I can do?
Yes. The Uniformed Services Employment and Reemployment Rights Act
(USERRA) prohibits all employers from discriminating against any veteran,
reservists, or National Guard members because of his or her past, present, or
future military obligation. The law also requires that employers provide
reemployment rights after a period of active duty or training. If you think
your rights have been violated contact your state director of veterans
employment and training listed on this Web site.
Must employers grant leave to employees called up by the National
Guard or Reserve?
Yes, an employee must be granted a leave of absence to perform military
service.
What is the law that applies to the job rights for National Guard and
Reserve members being called up for active duty?
The Uniformed Services Employment and Reemployment Rights Act (USERRA).
USERRA can be found at Title 38, U.S. Code, Sections 4301 to 4333.
Has the Department of Labor issued regulations for the Uniformed
Service Employment Reemployment Rights Act (USERRA)?
The Department of Labor has not issued USERRA regulations. The
Department has developed an interactive USERRA ELAWS Advisor system
at
www.dol.gov/elaws/userra0.htm. In addition, a Non-Technical Guide to USERRA
is available at www.dol.gov/vets/whatsnew/uguide.pdf.
Adobe Acrobat is required to use the Guide.
Does the Uniformed Service Employment and Reemployment Act (USERRA)
apply to very small employers?
Yes, USERRA applies to all public and private employers in the United
States, regardless of size. It also applies in overseas workplaces that are
owned or controlled by U.S. employers.
Does the Uniformed Service Employment and Reemployment Act (USERRA)
apply to part-time employees?
Yes, both part-time and probationary employees are covered by USERRA.
Must an employees job be kept open while the employee is on
military duty?
Employers are permitted to hire persons to occupy a position vacated by
an employee on active duty. However, the returning employee is entitled to
reemployment upon completion of the military service, even if it requires
termination of the replacement.
If an employee would have been laid off while he or she was
performing military service, does an employer have to reemploy the person when
the military service is completed?
No. The employee is reemployed in a layoff status with
recall rights in accordance with the employer policy for recalls. The employee
must be given seniority credit for the period of military leave up to the date
he or she would have been laid off. If a complaint were filed, the employer
would have a burden to prove the layoff would have occurred if the person had
remained employed during the period of military service.
Can an employer require an employee to produce military orders before
granting a military leave of absence?
No. The Uniformed Services Employment and Reemployment Rights Act (USSERA)
requires that an employee or a responsible military official provide advance
notice to the employer of military service. The notice may be verbal or
written. Notice is not required if the giving of notice is precluded by
military necessity or is otherwise impossible or unreasonable.
Is an employer required to pay an employee while the employee is on
military duty?
While many employers take the commendable step of providing all or part
of employees pay while they perform military service, there is no
obligation under the Uniformed Services Employment and Reemployment Rights Act
(USERRA) for them to do so.
Must an employer continue health insurance for an employee on
military duty?
Yes, if the employee requests it. The entitlement is for up to 18 months
from the date the absence from employment begins. For periods of service in
excess of 30 days, the employee may be required to pay up to 102 percent of the
total cost of the insurance.
What are the basic reemployment rights when an employee returns
following military service?
The employer must promptly reemploy the servicemember.
Promptly means within days, not months. Generally, the reemployment
position should be the one the person would have attained had he or she
remained continuously employed during the period of military service.
Does the Uniformed Services Employment and Reemployment Rights Act
(USERRA) require that an employee receive pension credit while absent to
perform military service?
USERRA applies to a wide range of pension plans including defined
benefit and defined contribution plans. Upon reemployment following qualifying
military service, an employee must be treated for vesting and benefit accrual
purposes as if he or she had been continuously employed. If benefits are tied
to employee contributions, the employee must be allowed a specified period of
time to make up contributions missed during the period of military service.
Where can I go for assistance concerning my employment and
reemployment rights as a veteran or member of the Guard or Reserve?
Employment and reemployment rights for veterans and reservists are
provided by the Uniformed Services Employment and Reemployment Rights Act
(USERRA). The Department of Labors Veterans Employment and Training
Service (VETS) administers and enforces USERRA. You should contact your
local VETS
office for help. You can receive USERRA information from VETS or file a
complaint if you believe your rights have been violated. Another resource for
National Guard and Reserve members is the
National
Committee for Employer Support of the Guard and Reserve, an organization
within the Department of Defense that can provide information and informal
mediation services.
Where can I get information about veterans preference in
federal hiring?
The Office of Personnel Management administers and interprets the laws
relating to veterans' preference. Information is available on their Web site at
www.opm.gov.
The Department of Labor has developed a Veterans' Preference elaws Advisor
system that contains information related to enforcement of veterans preference.
The Veterans' Preference Advisor is at
www.dol.gov/elaws/vetspref.htm.
I believe my veterans preference rights may have been violated. Where
can I file a complaint?
Preference eligibles who believe their rights under any law or
regulation relating to veterans preference have been violated may seek
information or file a complaint with the Department of Labors
Veterans Employment and Training Service (VETS). Complaints must be filed
in writing and within 60 days after the date of the alleged violation. A
directory of VETS offices is located at
www.dol.gov/vets/aboutvets/contacts/main.htm.
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