In 1976 “Rocky” hit the theaters, Fidel Castro became the President of Cuba, and the first laser printer was invented by IBM. Also, it was the last time any lawmakers made any changes to the Vietnam Era Veterans’ Readjustment Assistance Act. A lot has changed in job markets since 1976, yet these same rules from more than thirty years ago are still the rules in place. No responses to affirmative action, recruitment, and placement have been made.
The U.S. Department of Labor’s Office of Federal Contract Compliance Programs has announced a proposed rule to strengthen affirmative action requirements of federal contractors and subcontractors for veterans protected under the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. Veterans protected by VEVRAA include those with disabilities and those recently discharged as well as those who served during a war, campaign or expedition for which a campaign badge is authorized.
Under the proposed rule, the nuts and bolts of recruitment would need to change. A contractor would need to provide job vacancies to a broader audience. Contractors would need to actively seek protected veterans three times a year. Job applicants would be encouraged to identify themselves as “protected veterans” before they are offered a job.
“At the Labor Department, we support veterans as they seek meaningful ways to apply their talents to expand the American economy. By re-examining our affirmative action requirements, we will ensure that our nation’s veterans are protected against discrimination and provided equal opportunity in the workforce,” said OFCCP Director Patricia A. Shiu.