Changes to VEVRAA Regulations
By: Recruiting Specialist
The US Department of Labor's office of OFCCP announced a Final Rule to make changes to the regulations governing the VEVRAA as amended at 41CFR 60-300 to be effective March 24, 2014. This ensures protected veterans from being discriminated against in employment by federal contractors and sub-contractors.
Highlights of the Final Rule
41 CFR 60-250 Rescission has now completely been replaced by 41 CFR 60-300. Veterans protected under 41 CFR 60-250 will still be protected from discrimination.
To ensure accountability, federal contractors have to establish annual hiring benchmarks documenting the hiring of veterans.
Final Rule requires contractors to document and update yearly, several quantitative comparisons for the number of vets who apply for jobs and the number they hire. This will help them monitor the effectiveness of their recruitment efforts. The data will need to be maintained for 3 years.
Invitation to self-identify:
The Final Rule dictates that the contractors invite applicants to self-id as protected veterans both in the pre-offer and post-offer phases of the application process.
Incorporation of the EO clause:
Final Rule requires that the EO clause be incorporated using specific language into a subcontract.
Final Rule mandates that job openings have to be accessible to job seekers. They need to provide that info in a format permitted by local job services or appropriate State.
Final Rule clarifies that contractors must allow OFCCP to review documents related to compliance check or focused review either on or off site, at OFCCP's option. Contractors also on request, need to provide OFCCP, all formats in which it maintains its records and present OFCCP with any of those formats when requested.
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