Overview
This section outlines the federal policy requiring contractors to engage in affirmative action and proactive recruitment for protected veterans. it also establishes mandatory job-listing requirements and conditions contract eligibility on the submission of annual veteran employment reports.
Key Rules
- Mandatory Job Listings: Contractors must list all employment openings with the local employment service delivery system, excluding executive/senior management, internal promotions, and positions lasting three days or less.
- Affirmative Action & Recruitment: Contractors are required to take affirmative action to employ and advance protected veterans and must perform outreach and recruitment activities designed to reach this demographic.
- Hiring Benchmarks: Establishments must set and apply annual hiring benchmarks for protected veterans according to Department of Labor regulations.
- VETS-4212 Reporting Compliance: Contracting officers are prohibited from obligating funds for new contracts (exceeding the Simplified Acquisition Threshold and not for commercial products/services) if the contractor failed to submit their required annual VETS-4212 Federal Contractor Veterans’ Employment Report for the preceding year.
Practical Implications
- Contractors must ensure their HR departments or recruitment software automatically cross-post qualifying vacancies to state employment agencies to maintain compliance.
- Failure to file the annual VETS-4212 report acts as a hard stop for new contract awards, making timely reporting a critical administrative prerequisite for competing in the federal marketplace.