Related resource: Ensure OFCCP mandatory requirements are met by giving protected veterans the first opportunity to apply to jobs. 

If you are a federal contractor who needs to develop an OFCCP compliance strategy, the first order of business is an understanding of the laws which govern the OFCCP mandate. One of the multiple legislative orders for compliance is the Vietnam Era Veterans’ Readjustment Assistance Act or VEVRAA, which prohibits discrimination against protected veterans.

Why was VEVRRA Enacted?

Congress established VEVRAA in 1974 to provide assistance to Vietnam veterans returning home from the war and ensure there is no discrimination in the hiring process. VEVRAA mandates that federal contractors and subcontractors who have contracts with the government for a certain amount take affirmative action and make jobs available to qualified veterans, including disabled and Vietnam era veterans, covering the years of 1964–1991. The 2002 Jobs for Veterans Act (JVA) amended the order to include special disabled and disabled veterans, veterans who have enlisted in the Armed Forces and those in the active reserves or National Guard.

Here are definitions, as outlined by the Department of Labor:

  • “Veteran of the Vietnam era”