As employers are working to file their 2014 Vets-100A Reports, the Veterans’ Employment and Training Service (VETS) is already looking ahead to the future and finalizing the form and filing requirements for 2015.

Finalizing rules proposed earlier this year, in 2015, the VETS-100A Report will be re-named the VETS-4212 Report (named after the U.S. Code section for the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) 38 U.S. Code Section 4212). Additionally, employers will no longer have the ability to file a VETS-100 Report.  This is consistent with OFCCP’s deletion of Section 250 (addressing contracts pre-dating December 1, 2003) from the VEVRAA Regulations.

Additionally, and more importantly, going forward federal contractors will no longer need to report on the different categories of protected veterans.  Instead, employers will be required to provide only aggregate numbers of protected veterans by EEO Category.

VETS says this decision provides at least two advantages.  Under current regulations it was not possible to get an accurate picture of total veterans covered by VEVRAA because a veteran might fall into more than one category and the VETS-100A Report didn’t require a total veteran workforce or hiring number.  Moreover, this change fosters confidentiality as it will be harder to discern the identity of a “disabled veteran” in a small EEO Category.

These new rules will apply to your VETS-4212 Report next year.  For 2014, your VETS-100A remains the same and must be filed by September 30, 2014 unless an extension is obtained.

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Photo of Laura A. Mitchell Laura A. Mitchell

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with…

As co-leader of the firm’s ESG group, Laura Mitchell partners with her clients to evaluate, set, achieve and monitor their organizational culture and human capital goals. She focuses her practice on data analytics, including pay equity and other employee analytics, working side-by-side with employers to build programs that benefit employees and create a stable, high-functioning workplace. Understanding that an inclusive, values-based culture provides a crucial competitive advantage in the modern workplace, Laura enjoys counseling companies on the development of proactive and equitable pay and diversity practices.

In Laura’s version of the reimagined workplace, attention to human capital issues, especially DEI and pay equity, would be the rule rather than the exception nationwide and she works with companies across all industries—both new and well-established multi-national organizations of all sizes—to realize this vision for her clients’ ongoing success. She helps clients understand all issues across the spectrum of their journey, helping to establish regular analyses as well as counseling organizations on implementation and compliance obligations, where applicable. Committed to putting her clients’ organizational goals first and foremost, Laura views herself as an extension of her clients’ team, responsible for providing proactive guidance and engaging in transparent, ongoing communication.

Laura also represents companies in OFCCP matters, preparing for and defending OFCCP audits, and counseling employers on issues stemming from OFCCP regulations. She personally oversees the development of hundreds of Affirmative Action Plans for clients each year and is intimately involved in the defense of OFCCP audits. Her approach to compliance is one of facilitation and conciliation while simultaneously advocating in the best interests of her clients.