Post-Offer Invitation to Self-Identify as a Veteran (VEVRAA)

The Post-Offer Invitation to Self-Identify as a Veteran is in accordance with the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA), a framework that shows a commitment to veteran employment and helps organizations meet Equal Employment Opportunity (EEO) obligations. As a recruiter, collecting this information systematically is important. It fosters an equitable hiring process and enhances your organization's reputation as a veteran-friendly employer. You can use the form template included in this article to align your recruitment strategies with legal requirements and promote inclusivity.

Post-Offer Invitation to Self-Identify as a Veteran (VEVRAA) Form Template

[Your Company Name]

Post-Offer Invitation to Self-Identify as a Protected Veteran

[Date]

Section 1: Introduction

[Your Company Name] is a federal contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974 (VEVRAA), which requires federal contractors to take affirmative action to employ and advance in employment qualified protected veterans. As part of our commitment to equal employment opportunity, we invite you to complete this voluntary self-identification form. Providing this information is voluntary, and refusal to do so will not subject you to any adverse treatment.

Section 2: Protected Veteran Status

Please select one of the options below:

1. Disabled Veteran
   • A veteran of the U.S. military, ground, naval, or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs, or
   • A person who was discharged or released from active duty because of a service-connected disability.
2. Recently Separated Veteran
   • Any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
3. Active Duty Wartime or Campaign Badge Veteran
   • A veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.
4. Armed Forces Service Medal Veteran
   • A veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.
5. I am a veteran, but I do not wish to self-identify.
6. I am not a veteran.

Section 3: Confidentiality and Non-Retaliation

The information you provide will be kept confidential and will be used only in accordance with the provisions of applicable federal laws, executive orders, and regulations, including those that require the information to be summarized and reported to the federal government for civil rights enforcement purposes. Your decision not to self-identify will not subject you to any adverse treatment.

Section 4: Signature

By signing below, I acknowledge that I have read and understood the information provided above and that my decision to complete this form is voluntary.

Name: ___________________________________

Position: ___________________________________

Signature: ________________________________ Date: ______________

Section 5: For Human Resources Use Only

• Date Form Received: ______________
• Received By: ______________________
• Entered into HRIS: Yes / No
  • If Yes, Date Entered: ______________

Note: This form is intended to comply with VEVRAA regulations. Please ensure that it aligns with your organization's specific policies and legal requirements.

Understanding VEVRAA Requirements

Under VEVRAA, employers with federal contracts or subcontracts are obliged to take affirmative action to employ veterans. Part of this responsibility includes providing a post-offer invitation for candidates to self-identify as veterans. To comply effectively, recruiters must understand the types of veterans to which VEVRAA applies:

1. Disabled Veterans: Those who are entitled to compensation from the Department of Veterans Affairs for a disability incurred in or aggravated during active military service.
2. Recently Separated Veterans: Individuals who have served in the military within the past three years.
3. Other Protected Veterans: Veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge has been authorized.
4. Armed Forces Service Medal Veterans: Those who, while serving on active duty in the Armed Forces, received an Armed Forces Service Medal.

Recruiters must ensure their processes reflect this categorization when inviting self-identification.

Benefits of Encouraging Self-Identification

Encouraging candidates to self-identify as veterans can significantly enhance your recruiting strategy for several reasons:

1. Data Collection: Accurate data on veteran hiring allows organizations to evaluate and improve their affirmative action programs.
2. Enhanced Reputation: Companies recognized for hiring veterans often enjoy a positive public image, which can attract top talent.
3. Informed Policies: Understanding the veteran demographic within your workforce can inform policies related to training, mentoring, and career development tailored to veterans' needs.
4. Strengthened Team Dynamics: Hiring veterans contributes to a diverse and dynamic workplace culture, benefiting overall team performance and innovation.

Challenges in Implementing Self-Identification

While inviting self-identification is crucial, recruiters may face challenges, including:

• Uncertainty Among Candidates: Some veterans may hesitate to disclose their status due to concerns about stigmatization or discrimination.
• Understanding the Law: Recruiters must ensure a solid understanding of VEVRAA compliance, as non-compliance can result in legal consequences and loss of federal contracts.
• Training Needs: Ongoing training for HR personnel about the importance of veteran hiring initiatives and the self-identification process can mitigate misunderstandings.

Conclusion

In conclusion, the Post-Offer Invitation to Self-Identify as a Veteran under VEVRAA represents a vital step toward fostering inclusive hiring practices within your organization. As recruiters, understanding and implementing this invitation not only aligns with legal requirements but also demonstrates a commitment to diversity and equality in the workplace. By encouraging candidates to voluntarily disclose their veteran status, you can better assess and support the unique skills and experiences that veterans bring to your team. This practice not only enhances your recruitment efforts but also enriches the work culture by promoting a diverse range of perspectives. Ultimately, embracing veteran inclusion is not just a compliance measure; it is an opportunity to strengthen your organization and benefit from the invaluable contributions of veterans in the workforce.