Employment

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Veterans Employment Opportunities Act (VEOA)

For positions covered by the Veterans Employment Opportunities Act of 1998, the following categories of people may be eligible for preference in the hiring process relative to other applicants: veterans who have separated from the armed forces under honorable conditions after serving on active duty in the armed forces during a war, in a campaign or expedition for which a campaign badge has been authorized, or during particular defined periods; disabled veterans; and the mother, spouse, or unmarried widow or widower of certain veterans. Applicants may request additional information on CBO's policy by e-mailing careers@cbo.gov.

Are all positions at CBO governed by the VEOA?

No, the VEOA is applicable to all "covered positions" at CBO, which include all positions except those that are the equivalent of senior executive positions.

How do I know if a position is a "covered position" governed by the VEOA?

Every CBO position announcement will indicate either that the position is a covered position governed by the VEOA or that the position is not a covered position and, therefore, not governed by the VEOA.

Who qualifies as "preference eligible"?

As applied to CBO, "preference eligible" means veterans, spouses, widows, widowers, or mothers who meet the definition of "preference eligible" in 5 U.S.C. § 2108(3)(A)-(G), which generally includes the following:

  • Veterans—those who have served on active duty in the armed forces during a war or in a campaign or expedition for which a campaign badge has been authorized or during particular defined periods and have been separated from the armed forces under honorable conditions;
  • Disabled veterans; and
  • Mothers, spouses, or unmarried widows or widowers of certain veterans.

Retired members of the armed forces are generally excluded from the definition of "preference eligible" unless they qualify as disabled veterans or retired below the rank of major or its equivalent.

How is veterans' preference applied at CBO?

CBO has not adopted a policy of numerical rating of applicants for covered positions; therefore, CBO is required to, and will, consider veterans' preference eligibility as an affirmative factor in its determination of who will be appointed from among qualified applicants.

How do I claim preference eligibility?

At one point during the online application process for a covered position, you will be invited to voluntarily self-identify as preference eligible. Additional information will inform you of the need to submit an eligibility form and supporting documents.

The information and any accompanying documentation that are collected are intended solely for use in connection with the obligations and efforts of CBO to provide veterans' preference in accordance with the VEOA. An applicant's status as a disabled veteran and any information regarding an applicant's disability, including his or her medical condition and history, that CBO obtains will be kept confidential and will be collected, maintained, and used in accordance with the Americans with Disabilities Act of 1990, as made applicable by section 102(a)(3) of the CAA, 2 U.S.C. § 1302(a)(3). An applicant who declines to self-identify as a disabled veteran and/or provide information and documentation regarding his or her status as a disabled veteran will not be subject to an adverse treatment but may be determined to be ineligible for a veterans' preference.

What type of documentation do I need to submit to support my claim of veterans' preference?

To support your claim of veterans' preference or VEOA eligibility, you must submit the Veterans' Preference Eligibility form with the documents indicated for the type of preference you claim.

How should I send documents to CBO?

You should e-mail your Veterans' Preference Eligibility form and supporting documentation to VEOA@cbo.gov, or you can fax it to (800) 506-8286.

How do I know if CBO received my eligibility form and the documents that I submitted?

CBO will send you an e-mail when it has received your documentation.

How will I be advised of the determination about my VEOA eligibility?

CBO will send you an e-mail if it requires additional information to make the determination and once the determination of eligibility for preference has been made.

If I believe that CBO has erred in determining my eligibility for veterans' preference, how should I proceed?

An applicant for appointment to a covered position who wishes to contest an adverse determination of veterans' preference may file a written appeal with the CBO Human Resources Office at VEOA@cbo.gov or may contact that office at (202) 226-2628. If appealing, you are encouraged to provide additional documentation or information in support of your appeal. An applicant may also contact the Congress's Office of Compliance at (202) 724-9250 or, for TDD, (202) 426-1912.

If I feel my rights related to the VEOA have been violated, how should I proceed?

An applicant for appointment to a covered position who believes that his or her rights under the VEOA, as made applicable to CBO, have been violated may file a written complaint with the CBO Human Resources Office at VEOA@cbo.gov or may contact that office at (202) 226-2628. An applicant may also contact the Congress's Office of Compliance at (202) 724-9250 or, for TDD, (202) 426-1912.    


July 2, 2012

Agency Confronts Hurdles in Helping Veterans Match Military Skills to Civilian Jobs

By JAMES DAO

DETROIT — Malcolm Byrd got out of the Marine Corps in 2003 and found work, first in a General Motors factory and then with a nonprofit group. But four months ago, he lost his job because of government budget cuts and has been job hunting since.

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Telling potential employers that he was a Marine supply clerk who managed millions of dollars in Kevlar helmets and folding cots does not seem to have helped him find the management job he is seeking.

“I could run a warehouse, but they don’t put that on your DD-214,” said Mr. Byrd, 38, referring to the official document troops receive upon leaving service. “You do get skills in the military, but people don’t seem to understand that.”

As government and veterans groups work to bring down the high unemployment rate for recent veterans, they are finding a major problem in translating the work of war to peacetime jobs.

Eric Shinseki, Secretary of VA 

In a widely cited recent study of veteran hiring, researchers from the Center for a New American Security, a research organization based in Washington, found that the No. 1 obstacle to hiring veterans was matching military skills with civilian work.

“Civilian employers do not always realize that military-specific jobs — such as machine gunner, tank driver or helicopter crew chief — have some components that are directly comparable to civilian environments,” said the report, which was based on interviews with officials from 69 companies.

With that in mind, the Department of Veterans Affairs brought scores of job counselors to Detroit last week for its largest hiring fair of the year, where more than 8,000 veterans turned up looking for work. The department plans to hold at least nine more such fairs this year.

Among their tasks was building résumés for grenadiers, infantry squad leaders and logistics officers that might make sense to private companies and government agencies. Veterans could…

Read full article


The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA)

job-searching-TOP-Larry Spradling

The Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) requires covered federal government contractors and subcontractors to take affirmative action to employ and advance in employment specified categories of veterans protected by the Act and prohibits discrimination against such veterans. In addition, VEVRAA requires contractors and  subcontractors to list their employment openings with the appropriate employment service delivery system, and that covered veterans receive priority in referral to such openings. Further, VEVRAA requires federal contractors and subcontractors to compile and submit annually a report on the number of current employees who are covered veterans. The affirmative action and mandatory job-listing provisions of VEVRAA are enforced by the Employment Standards Administration's Office of Federal Contract Compliance Programs (OFCCP) within the U.S. Department of Labor (DOL). DOL’s Veterans’ Employment and Training Service (VETS) administers the veterans’ employment reporting requirement.

BASIC INFORMATION

FACT SHEETS

VEVRA

E-TOOLS

  • elaws Federal Contractor Compliance Programs Advisor - Helps federal contractors and subcontractors answer basic questions about coverage and compliance issues related to the equal employment opportunity laws administered by the DOL's Office of Federal Contract Compliance Programs (OFCCP). 

Vietnam Era Veterans can click here for more information.

Veterans Re-Employment and RelatedServices

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