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Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)

by | Nov 4, 2024

The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) of 1974 is a United States federal law prohibiting federal contractors and subcontractors from employment discrimination against protected veterans. This law supports veterans who served in the Vietnam War era and other protected veterans, and requires employers to take affirmative action to recruit, hire, promote, and retain these individuals.

Key Provisions of VEVRAA

  1. Affirmative Action Requirements:
    • VEVRAA requires federal contractors and subcontractors with contracts of $150,000 or more to take affirmative action to employ and advance in employment qualified veterans.
    • This includes actively recruiting, hiring, and promoting veterans, ensuring they have the same opportunities as other candidates.
  2. Protected Veteran Categories: The regulation identifies specific categories of veterans who are protected under VEVRAA:
    • Disabled veterans
    • Veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized
    • Veterans who participated in a United States military operation for which an Armed Forces service medal was awarded
    • Recently separated veterans (those discharged or released from active duty within the last three years)
  3. Job Listing Requirements: Federal contractors are required to list all job openings with the appropriate state workforce agency job bank or with the appropriate local employment service delivery system, except for executive and senior management positions, positions that will be filled from within the contractor’s organization, and positions lasting three days or less.
  4. Equal Employment Opportunity Clause: Federal contracts must include a clause stating that the contractor will not discriminate against protected veterans and will take affirmative action to employ and advance in employment qualified protected veterans.
  5. Annual Reporting (VETS-4212 Report): Contractors are required to submit an annual report (VETS-4212) to the Department of Labor’s Veterans’ Employment and Training Service (VETS). This report details the number of protected veterans employed and newly hired during the reporting period.

Impact of VEVRAA

VEVRAA plays a significant role in promoting the employment and economic stability of protected veterans. By mandating affirmative action and equal opportunity measures, the regulation helps ensure that veterans are integrated into the workforce and have access to fair employment practices. Compliance with VEVRAA helps veterans transition from military to civilian life more smoothly and supports their long-term career development.

Compliance & Enforcement

The Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor is responsible for enforcing VEVRAA. The OFCCP conducts compliance evaluations and investigates complaints to ensure that federal contractors and subcontractors adhere to the requirements of the regulation. Non-compliance can result in varying penalties, including the loss of federal contracts.


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