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Show New veteran employment rules affect employers Employers doing $10,000 or more a year with the federal government must comply with a federal law requiring equal employment opportunities opportun-ities for veterans, according to a recently-released fact sheet on the law. The law requires that affected af-fected employers take affirmative affirm-ative action to hire and promote pro-mote covered veterans. Such action covers the gamut of conditions of employment and personnel practices, including , recruitment, hiring, rates of pay, upgrading demotion, and selection for training. Employers doing $10,000 or more business with the federal feder-al government will have to include in each subcontract a section, or affirmative action clause, which commits the subcontractor to heed federal requirements for hiring and promoting qualified disabled veterans and Vietnam era veterans. As part of their affirmative action, contractors must list job openings with local Job Service offices, which in turn must give veterans priority when making referrals for job openings. The provisions of the Vietnam Viet-nam Era Veterans' Readjustment Readjust-ment Assistance Act, which prohibits discrimination in employment against disabled and Vietnam era veterans, is enforced primarily by the Office of Federal Contract Compliance Programs, Employment Em-ployment Standards Administration. Adminis-tration. Disabled veterans are defined de-fined as: 1. Those with at least 30 percent disability compensation; compen-sation; and 2. those discharged discharg-ed from active duty because of disability received or aggravated aggra-vated in the line of duty. Vietnam era veterans are covered for a 4-year period beginning from date of discharge, dis-charge, provided that they served some part of the four years during the Vietnam era. Vietnam era began Aug. 5, 1964, and ended May 7, 1975. Veterans in this group must have received other than a dishonorable discharge. |