As a Government contractor subject to VEVRAA, we are required to submit a
report to the United States Department of Labor each year identifying the number of
our employees belonging to each specified “protected veteran” category. “Protected
veteran” categories are identified in the Vietnam Era Veterans’ Readjustment
Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C.
4212 (“VEVRAA”), which requires Government contractors to take affirmative
action to employ and advance in employment: (1) disabled veterans; (2) recently
separated veterans; (3) active duty wartime or campaign badge veterans; and (4)
Armed Forces service medal veterans. These classifications are defined as follows:
(1) A “disabled veteran” is one of the following:
a. A veteran of the U.S. military, ground, naval or air force who is
entitled to compensation (or who but for the receipt of military
retired pay would be entitled to compensation) under laws
administered by the Secretary of Veterans Affairs; or
b. A person who was discharged or released from active duty
because of a service-connected disability.
(2) A “recently separated veteran” means any veteran during the threeyear
period beginning on the date of such veteran’s discharge or
release from active duty in the U.S. military, ground, naval, or air
(3) An “active duty wartime or campaign badge veteran” means a veteran
who served on active duty in the U.S. military, ground, naval or air
service during a war, or in a campaign or expedition for which a
campaign badge has been authorized under the laws administered by
the Department of Defense.
(4) An “Armed Forces service medal veteran” means a veteran who, while
serving on active duty in the U.S. military, ground, naval or air service,
participated in a United States military operation for which an Armed
Forces service medal was awarded pursuant to Executive Order
If you are a disabled veteran it would assist us if you tell us whether there are any
accommodations we could make that would enable you to perform the essential
functions of the job, including special equipment, changes in the physical layout of
the job, changes in the way the job is customarily performed, provision of personal
assistance services, or other accommodations. This information will assist us in
making reasonable accommodations for your disability.
The submission of this information is voluntary and refusal to provide it will not
subject you to any adverse treatment. The information provided will be used only in
ways that are not inconsistent with the VEVRAA, as amended.
The information you submit will be kept confidential, except that (i) supervisors and
managers may be informed regarding restrictions on the work or duties of disabled
veterans, and regarding necessary accommodations; (ii) first aid and safety
personnel may be informed, when and to the extent appropriate, if you have a
condition that might require emergency treatment; and (iii) Government officials
engaged in enforcing laws administered by the Office of Federal Contract
Compliance Programs, or enforcing the Americans with Disabilities Act, may be
This Company abides by the requirements of 41 CFR 60-300.5(a). This regulation
requires affirmative action by covered contractors to employ and advance in
employment qualified protected veterans.