Employment of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Policy

Basis for Policy

Section 402 of the Vietnam Era Veterans Readjustment Assistance Act of 1974 prohibits discrimination against any employee or applicant for employment because he or she is a Special Disabled or Vietnam Era Veteran with regard to any position for which the employee or applicant for employment is qualified.

In accordance with the requirements set forth in the Vietnam Era Veterans Readjustment Assistance Act of 1974, the Research Foundation Board of Directors adopted a policy on equal employment opportunity on March 19, 1974. This policy states that the Research Foundation (RF) is committed to equal opportunity in its employment practices and will demonstrate this commitment through outreach programs and positive recruitment activities as reflected in affirmative action plans.

In addition, the RF is subject to the Veterans Employment Opportunities Act of 1998 (VEOA), which requires government contractors and subcontractors to implement affirmative action procedures when employing Other Eligible Veterans.

In response to the acts and the Research Foundation's commitment to equal opportunity, the Foundation has adopted an affirmative action program for the employment of Special Disabled, Vietnam Era, and Other Eligible Veterans. This program provides that such veterans should be given every opportunity for employment, training, and promotion commensurate with their ability and qualifications to perform the specific jobs for which they may be considered.

The Research Foundation has established a procedure for resolving allegations of discrimination when a veteran feels that the policy regarding his or her employment has been violated.

Policy

The Research Foundation will ensure that no otherwise-qualified Special Disabled, Vietnam Era, or Other Eligible Veteran shall, solely by reason of their veteran status, be excluded from applying for Research Foundation employment or be subject to discrimination if employed by the Foundation.

The Research Foundation will employ, advance in employment, and otherwise treat Special Disabled, Vietnam Era, and Other Eligible Veterans without discrimination based upon their status in all employment practices. These employment practices include, but are not limited to, advertising, recruitment, promotion, demotion or transfer, layoff or termination, rates of pay or other forms of compensation, and selection for training.

Requirements

Informing New Employees of Policy

The Research Foundation operations manager or designee must inform new Research Foundation employees of the policy on the employment of Special Disabled, Vietnam Era, and Other Eligible veterans. See Policy on the Employment of Special Disabled, Vietnam Era, and Other Eligible Veterans in the Forms resource area. In addition, this person must also include the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form in each orientation packet given to new Research Foundation employees.

Posting the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form

The Research Foundation operations manager or designee must ensure that the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form is posted in conspicuous places where employees and applicants for employment will see the form.

Completing the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form

The Research Foundation operations manager or designee must invite all applicants for employment and employees to voluntarily identify themselves by completing the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form if they believe themselves to be covered by the Vietnam Era Veterans Readjustment Assistance Act of 1974 and the Veterans Employment Opportunities Act of 1998 and who want to benefit from the location's affirmative action program.

Approving and Retaining the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form

There are no approvals needed when an employee or an applicant for employment chooses to complete the Self-Identification of Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans Form.

If a person chooses to complete the form, the original must be retained in the office responsible for personnel matters or in the Affirmative Action Office at the operating location. The form cannot be retained in the employee's personnel file. The operating location is not required to provide the employee with a copy of the form, but the employee may request a copy of the form.

VETS-100 Report

The corporate affirmative action officer or designee must complete annually the VETS-100 Report.

The VETS-100 Report is submitted annually for approval to the U.S. Department of Labor, Office of Veterans' Employment and Training. A copy of the completed VETS-100 Report is maintained in the Corporate Affirmative Action Office at Central Office, and a copy of the report is distributed to each location.

Entering Information into the Computerized Business System

The Research Foundation operations manager or designee must ensure that for all employees or applicants for employment who identify themselves as Special Disabled Veterans, Vietnam Era Veterans, and Other Eligible Veterans, appropriate information is entered in the computerized business system.

Responsibilities

Operating Locations

The campus president or designee has the overall responsibility and authority for the location's affirmative action efforts regarding the employment of veterans.

The affirmative action officer or designee has the daily responsibility and authority for the location's efforts regarding the employment of veterans.

The campus president or designee, affirmative action officer or designee, and Research Foundation operations manager or designee are responsible for complying with the policy and requirements described in this procedure.

Corporate Affirmative Action Office at Central Office

The corporate affirmative action officer or designee is responsible for

References

U.S. Office of Personnel Management (OPM) website, which includes:

Change History

 

 

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