As a federal contractor, Michigan Tech must comply with the requirements of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA). These requirements prohibit discrimination in employment against protected veterans, requires employers to take affirmative action to recruit, hire, promote and retain veterans and to establish annual hiring benchmarks.
Veteran Benchmark for hiring
The Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) annual hiring benchmark for protected veterans is 6.4%. This benchmark is used to evaluate the effectiveness of outreach, recruitment and representation of veterans. To help reach the required benchmark, proactive steps should be used in the recruitment process.
Advertising
An extra effort should be made to advertise positions in publications to target veterans.
- Veteran Job Listing Free
- Be a Hero Hire a Hero
- Getting Hired
- Job Opportunities for Disabled American Veterans
- Military Vet Jobs
- Recruit Military
- Transition Assistance Online
- Employer Assistance and Resource Network (EARN) – Source for Recruiting Veterans with Disabilities
EEO Statement
All job postings, including social media, must include the EEO statement.
“Michigan Technological University is an Equal Opportunity Educational Institution/Equal Opportunity Employer, which includes providing equal opportunity for protected veterans and individuals with disabilities”.
A shorter version may be used only when word count is under consideration for pricing of ads: "Michigan Tech is an EOE which includes protected veterans and individuals with disabilities."
Search Committees
Include veteran employees on your search committee to help recruit, review resumes, and translate skills and abilities.
Reviewing and Translating Military Skills to Civilian Skills
Reviewing materials from a veteran applicant may take some extra effort. Time should be taken to read the materials and translate military skills to civilian skills.