Last of a Three Part Series for Federal
Government Contractors
Just in time for Veteran’s Day, in this final installment of the series on
AFFIRMATIVE ACTION COMPLIANCE (Part 3)
, David Harvey of our office provides an overview of the affirmative action requirements as they relate to the Vietnam Era Veterans' Readjustment Assistance Act ("VEVRAA") (“protected veterans”), as amended by the Jobs for Veterans Act of 2002. David discusses the VEVRAA affirmative action compliance requirements generally and when an employer must take the additional step to develop a written VEVRAA Affirmative Action Plan. He also outlines the necessary components of a written VEVRAA Affirmative Action Plan.
David has 15+ years of experience assisting companies in all aspects of compliance with Executive Order 11246 and related Office of Federal Contract Compliance Programs (OFCCP) obligations of federal service and supply contractors and construction contractors. David has written and/or reviewed hundreds of Affirmative Action Plans, and has assisted numerous clients in OFCCP compliance reviews and related compensation discrimination matters. To view Part 1 of this series,
click here
. To view Part 2 of this series,
click here.
If you have any questions, feel free to reach out to your contact at the firm at 818-508-3700 or you may contact David directly at 704-765-1569.
If you have any questions about the matters discussed in this issue of Compliance Matters, please call your firm contact at (818) 508-3700, or visit us online at
www.brgslaw.com
.
Sincerely,
David Harvey
Ballard Rosenberg Golper & Savitt, LLP
