What Is VEVRAA
VEVRAA, the Vietnam Era Veterans' Readjustment Assistance Act of 1974, requires federal contractors and subcontractors with contracts worth $25,000 or more to take affirmative action in hiring and promoting veterans. This law specifically protects Vietnam-era veterans, disabled veterans, and other covered veterans from employment discrimination by federal contractors.
For VA disability claimants, VEVRAA matters because employment is often part of your overall financial stability and recovery plan. Many VA Regional Offices and VSOs reference employment barriers when evaluating claims for conditions that affect work capacity. If you're rated service-connected and pursuing employment with a federal contractor, VEVRAA ensures your veteran status is considered in hiring decisions.
How VEVRAA Connects to VA Disability Claims
VEVRAA isn't a VA program itself, but it intersects with your disability claim in practical ways. When you file for VA disability benefits, the VA evaluates whether your service-connected condition prevents you from working at your current level or in gainful employment. If you have a 50% or higher rating, you may qualify for Individual Unemployability (IU) benefits, which provide compensation at the 100% rate even if your actual rating is lower.
If you're pursuing employment with a federal contractor while managing a service-connected disability, VEVRAA requires that contractor to provide reasonable accommodations and not discriminate based on your veteran status. This creates a pathway to work without losing your disability rating or benefits, since the VA doesn't reduce your rating based on employment income.
Key VEVRAA Requirements
- Contractor size threshold: Federal contractors with contracts of $25,000 or more must comply. Subcontractors meeting this threshold also have obligations.
- Job listing requirement: Contractors must list job openings with the Veterans' Employment and Training Service (VETS) before or concurrently with other public job postings.
- Covered groups: Vietnam-era veterans, disabled veterans, recently separated veterans, and active duty service members receive protection under VEVRAA.
- Affirmative action: Contractors must make measurable efforts to recruit, hire, and promote covered veterans. This includes targeted outreach and removing barriers to employment.
- EEO compliance: Federal contractors cannot discriminate based on veteran status in hiring, compensation, advancement, or termination.
Common Questions
- If I get hired by a federal contractor under VEVRAA, does that affect my VA disability benefits? No. Employment income does not reduce service-connected disability ratings or monthly compensation. You can work and receive full VA disability payments simultaneously. Only Individual Unemployability benefits require you to remain substantially unable to work.
- How do I file a VEVRAA complaint if a federal contractor discriminates against me? Contact the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) at 1-866-4-USDOL or visit www.dol.gov/ofccp. You can also file with your state's Veterans Employment Representative.
- Does VEVRAA apply if I'm looking for work with private employers, not federal contractors? No. VEVRAA only covers federal contractors with contracts of $25,000 or more. Private employers are not subject to these requirements, though many states have their own veteran hiring laws. Your VSO can advise on additional protections in your state.
Related Concepts
Veteran Preference provides hiring advantages in federal civilian employment (this is separate from VEVRAA but complements contractor hiring obligations). Employment status and work capacity are key factors in VA disability ratings, especially when evaluating Individual Unemployability claims.