The Office of Federal Contract Compliance Programs (OFCCP) has released new resources to aid federal contractors and subcontractors in complying with the Vietnam Era Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). VEVRAA mandates that these contractors must not discriminate against veterans in their employment practices and must provide equal employment opportunities in recruitment, hiring, promotion, and retention. These resources are aimed at assisting companies comply with their VEVRAA requirements.
The OFCCP has published a new example demonstrating the use of the VEVRAA national benchmark, a crucial metric for contractors to gauge their progress in offering equal employment opportunities to protected veterans. Alongside this, an updated sample of the VEVRAA Affirmative Action Program (AAP) has been released, providing enhanced guidance on leveraging the hiring benchmark to better monitor and improve veteran hiring and recruitment efforts.
Earlier in the year, the OFCCP updated its VEVRAA webpage, adding valuable resources including videos on the significance of self-identification and veterans' rights under VEVRAA, new promising practices, guidance on hiring benchmarks, and a comprehensive FAQ section.
This update underscores that VEVRAA compliance involves more than just having a written affirmative action plan; it requires active and measurable efforts to achieve equal employment opportunities for veterans. Navigating VEVRAA compliance can be complex. Utilizing an experienced affirmative action vendor is essential to ensuring your company meets these important obligations effectively. For expert support with your VEVRAA compliance needs, consider reaching out to OutSolve.