FAR 52.222-35 requires covered federal contractors to abide by the requirements of 41 CFR 60-300.5(a) Equal Opportunity Clause under the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA). That clause contains several provisions that lay down contractors’ nondiscrimination obligations in all employment practices: from recruitment, selection and hiring, to promotions, compensation, benefits, and training. 41 CFR 60-300.5(a) also sets forth the mandatory job listing obligation for federal contractors which requires them to list all employment openings with the appropriate employment service delivery system (ESDS) or state job bank where the opening occurs, as well as notify the ESDS of its status as a federal contractor, request priority referral of protected veterans for its open jobs, provide a list of its hiring locations in the state to the ESDS, along with the contact person responsible for hiring at that location. The solutions offered by Circa assist contractors in complying with the mandatory job listing requirement, in addition to veteran outreach. However, do keep in mind that 41 CFR 60-300.5(a) also includes other obligations, such as posting mandatory notice of the rights of applicants and employees under the law, notifying labor unions you have a collective bargaining agreement with of your affirmative action obligations, and including the EEO clause in your subcontracts and purchase orders, for example, which are not covered by Circa’s solutions.
You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.