VETS Fact Sheet 6
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U.S.
Department of Labor Program Highlights Veterans' Employment and Training Service |
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FEDERAL CONTRACTOR PROGRAM
2009 VETS-100 and VETS-100A Reports
The VETS-100 Report and the VETS-100A Report are due on September 30, 2010. Federal contractors and subcontractors are encouraged to complete and submit the reports online through our website at: VETS-100 .
Background
The U.S. Department of Labor (DOL), Veterans' Employment and Training Service (VETS) is responsible for administering the requirement under the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), 38 U.S.C. 4212(d), that Federal contractors and subcontractors track and report annually to the Secretary of Labor the number of employees in their workforces who belong to the categories of veterans covered under the affirmative action provisions of the Act.
VETS has published implementing regulations at 41 CFR Part 61-250 that require Federal contractors with a Federal contract or subcontract of $25,000 or more that was entered into prior to December 1, 2003 to file a completed Federal Contractor Veterans’ Employment VETS-100 Report form (“VETS-100 Report”) annually.
The VETS-100 Report calls for Federal contractors and subcontractors to report the number of employees and the number of new hires during the reporting period who are:
(1) Special disabled veterans;
(2) Veterans of the Vietnam era;
(3) Veterans who served on active duty in the U.S. military during a war on in campaign or expedition for which a campaign badge has been authorized; and
(4) Recently separated veterans (veterans within one year from discharge or release from active duty).
The Jobs for Veterans Act (JVA), enacted in 2000, amended the reporting requirements under VEVRAA by increasing the dollar amount of the Federal contract and subcontract that triggers coverage, and changing the categories of veterans that contractors and subcontractors are to track and report. The regulations at 41 CFR Part 61-300 implement the JVA amendments to the reporting requirements under VEVRAA, and require Federal contractors and subcontractors with a contract or subcontract of $100,000 or more awarded or modified on or after December 1, 2003, to file a VETS-100A Report.
Federal contractors and subcontractors completing the VETS-100A Report are to provide information on the number of employees and new hires during the reporting period who are:
(1) Disabled veterans;
(2) Veterans who served on active duty in the U.S. military during a war or campaign or expedition for which a campaign badge is awarded;
(3) Veterans who, while serving on active duty in the Armed Forces, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985; and
(4) Recently separated veterans (veterans within 36 months from discharge or release from active duty).
Mandatory Job Listings
The Office of Federal Contract Compliance Programs (OFCCP) administers and enforces the affirmative action provisions of VEVRAA, which require Federal contractors and subcontractors to employ and advance in employment qualified covered veterans. To implement the affirmative action requirement, VEVRAA and the implementing regulations at 41 CFR Part 60-250 and Part 60-300 issued by OFCCP require Federal contractors and subcontractors to list most employment openings with the appropriate employment service delivery system and each such employment service delivery system is required to give covered veterans priority in referrals to such openings. Executive and senior management positions, positions to be filled from within the contractor's organization, and positions lasting three days or less are exempt from the mandatory job listing requirement. Listing jobs with the State workforce agency job bank or with the local employment service delivery system where the opening occurs will satisfy the requirement to list job openings with the appropriate employment service delivery system. Additional information on the mandatory job listing requirement is available on the OFCCP website at http://www.dol.gov/ofccp/regs/compliance/faqs/jvafaqs.htm#Q24.
Affirmative Action
OFCCP regulations implementing VEVRAA also require certain Federal contractors and subcontractors to develop and maintain a written affirmative action program (AAP). The AAP sets forth the policies and practices the contractor has in place to ensure that its personnel policies and practices do not limit employment opportunities for covered veterans. The AAP also spells out the steps the contractor will take to recruit, train, and promote covered veterans. Additional information about the written AAP is also available on the OFCCP website at http://www.dol.gov/ofccp/regs/compliance/faqs/jvafaqs.htm#Q24.
Technical Assistance and Guidance
Specific instructions, information and follow-up assistance is available at the VETS-100/100A web site at http://www.dol.gov/vets/programs/fcp/main.htm, the VETS-100/100A Processing Center at (866) 237-0275, or e-mail VETS100-customersupport@dol.gov. VETS encourages online website submission of all reports.
This is one of a series of fact sheets highlighting U.S. Department of Labor programs.
It is intended as a general description only and does not carry the force of legal opinion.
