On this form, employers must list all employees who are special disabled, Vietnam veterans or other protected veterans who served on active duty during a war in a campaign or during an expedition.
Employers must keep copies of this report for two years.
On this form, employers must list all employees who are disabled veterans, other protected veterans and Armed Forces service medal veterans who served on active duty and participated in a United States military operation and were awarded a service medal.
Employers must keep copies of this report for one year.
Both the VETS-100 and VETS-100A forms must include all employees hired within the previous 12 months. They should also outline the total number of these employees who worked in each job category at each location during the reporting period.
Both of these forms must be submitted if the company has a current federal contract or subcontract of $25,000 or more entered into before Dec. 1, 2003, AND a current federal contract or subcontract of $100,000 or more that was entered into or modified on or after Dec. 1, 2003.
Federal contractors who are subject to affirmative action requirements must include an equal opportunity clause in their government contracts, subcontracts and purchase orders.
You can find these posters at www.eeoc.gov/employers/poster.cfm.
In general, personnel records must be kept for at least two years from the date the record was created or from the last date of personnel action (whichever comes later). However, contractors with fewer than 150 employees or a contract of less than $150,000 are only required to keep these records for up to one year.
Equal employment opportunities for federal contractors are required by the following three laws: Executive Order 11246, Section 503 of the Rehabilitation Act of 1973 and the Vietnam Veterans’ Readjustment Assistance Act of 1974 (VEVRAA). These laws are administered and enforced by the Office of Federal Contract Compliance Programs (OFCCP).
Many companies are required by law to have an Affirmative Action Plan in place.
As required by the OFCCP, many companies must have an Affirmative Action Plan (AAP) in place. This plan should contain an analysis of all protected classes of employees at the organization and compare protected class statistics to an employer’s entire population to discover any barriers to equal employment opportunity. The plan should also include actions to remedy these barriers. For more information on affirmative action and your obligations as an employer, visit www.dol.gov/dol/topic/hiring/affirmativeact.htm.