The 2015 filing period for EEOC and VETS reporting has now begun and contractors will have until September 30 to complete the annual filing requirements. As you may recall, VETS has implemented the newly revised VETS-4212 report, which has taken the place of the VETS-100A report beginning with the 2015 filing. With the annual filing period underway, contractors are looking for answers to some last-minute questions. DCI has prepared a few quick reminders and recommendations in response to some of the most common questions received on the new form.
- Unlike the VETS-100A report, which required reporting on individual protected veteran categories, VETS-4212 only requires aggregate-level reporting on protected veterans hires and employment. Under VETS-100A reporting, individuals belonging to more than one protected veteran category were counted multiple times within the report (e.g., employee identifying as a disabled veteran and a recently separated veteran would have been counted two times to reflect both categories). However, under VETS-4212, individuals identifying with multiple protected veteran categories will be counted only once.
- As a reminder, the types of veterans protected under VEVRAA have not changed in spite of new terminology introduced under the 2014 revisions. Therefore, employees who have previously self-identified as “other protected veteran” should still be counted as a protected veteran under the VETS-4212 report. Recall that “other protected veteran” is synonymous with “active duty wartime or campaign badge veteran” in terms of the type of veteran protected. Similarly, employees who have previously self-identified as “special disabled veteran” should also be counted under VETS-4212 reporting, as these individuals are currently covered under the “disabled veteran” category.
- Keep in mind that, as with the VETS-100A report, contractors should be reporting on all employees and annual hires under VETS-4212 regardless of whether or not they have self-identified protected veteran status. Even those who have chosen to provide no response at all should be accounted when reporting numbers for total employment and hiring.
By Rachel Gabbard, M.A., Associate Consultant at DCI Consulting Group
