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Keep this checklist handy for a quick review of your company’s affirmative action obligations for special disabled veterans and covered veterans.
- Post your Affirmative Action Solutions for Disabled American Veterans in
plain view where both employees and applicants can see it.
- Formally notify unions in writing of your company’s commitment. Make
sure to keep of copy of the union’s acknowledgement.
- Include the affirmative action clause in all covered contracts.
- Prepare the EEO policy statement.
- Prepare an annual affirmative action program, you may be included with
the Affirmative Action Plan for disabled individuals in the general
- Prepare the annual VETS-100 Report, due September 30.
- Appoint and identify in the Affirmative Action Plan the local disabled
veteran and covered veterans coordinator.
- Review the policy and Affirmative Action Plan with managers and
supervisors; solicit their input.
- List job openings with the “appropriate employment service delivery
system”—state employment service office, one-stop service locations,
workforce development office.
- Establish contacts with local organizations that emphasize veterans’
- List employees who self-identify as special disabled veterans or covered
veterans. Here, you need to make sure that they meet the definition of
covered employees under the law.
- Review selection practices, including job descriptions, to ensure that
special disabled veterans and covered veterans are not screened out.
- Review personnel records to identify promotable veterans; determine if
their present and potential skills are utilized and developed.
Legal Disclaimer: None of the information provided herein constitutes legal advice on behalf of disABLEDperson Inc.