Starting March 24, new rules regarding hiring and recruiting disabled and other veterans went into effect for federal contractors. The rule is an update to the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) prohibiting discrimination against certain vets by contractors and subcontractors.
The development of national benchmarks will help measure progress in both hiring and recruiting. Office of Federal Contract Compliance Programs Director Patricia Shiu notes that meeting these benchmarks could lead to 200,000 vets joining the nation’s workforce in only the first year.
Companies who have at least $100,000 in federal contracts are subject to this new rule. The Labor Department reports that contractors can use their company’s best available data to set the benchmark or base it on the national percentage of vets in the workforce. It’s currently about eight percent. Companies won’t receive citations for violations. But Shiu notes that they do have to make efforts to meet the benchmarks.
A second new rule applies to section 503 of the Rehabilitation Act of 1973. It sets a hiring goal for qualified disabled individuals. The goal is set at seven percent, meaning people with disabilities should seven percent of a company’s workforce. This affects companies with 50 or more employees and at least $50,000 in contracts.
Getting a job isn’t the only hurdle a disabled vet can face. Another one is receiving disability benefits. This can be challenging if a vet doesn’t fill out an application correctly or fails to submit it on time. Failing to include enough evidence of the disability could also delay the process or result in claim denial.
For help filing an initial claim or appealing a denial, seek legal advice. The Law Offices of Veterans Help Group can help. We understand the obstacles that oftentimes stand in the way of veterans simply trying to recover the benefits to which they’re entitled. Contact us at 855-855-8992.