The VETS-4212 Report, also known as the Veterans’ Employment Report, is a critical compliance document for federal contractors and subcontractors. It is required by the U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) to track and report the employment of protected veterans. This reporting requirement helps ensure that federal contractors are meeting affirmative action and equal employment opportunity obligations for veterans.
If you’re a federal contractor or subcontractor, here’s what you need to know about filing for VETS-4212:
What is the VETS-4212 Report?
The VETS-4212 Report is designed to track the number of employees who are protected veterans in your workforce, as well as the number of protected veterans hired within the past 12 months. The data collected from these reports helps the government assess the effectiveness of federal contractors’ efforts to employ veterans and ensures compliance with the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA).
Who is Required to File?
Federal contractors and subcontractors with a contract or subcontract of $150,000 or more with the federal government must file the VETS-4212 Report annually. This includes both prime contractors and subcontractors, regardless of whether the contract is for goods or services.
Protected Veteran Categories
Protected veterans under VEVRAA include:
- Disabled veterans – Veterans entitled to compensation or those who were discharged due to a service-connected disability.
- Recently separated veterans – Veterans who were discharged from active duty within the last three years.
- Active duty wartime or campaign badge veterans – Veterans who served on active duty during a war or in a campaign or expedition for which a campaign badge was authorized.
- Armed Forces service medal veterans – Veterans who, while serving on active duty, were awarded the Armed Forces service medal.
The Reporting Period
The VETS-4212 Report must be filed annually between August 1 and September 30. It captures data from a “snapshot” date, typically selected by the contractor, during the 12 months preceding the report’s submission.
Data Required for Filing
When filing the VETS-4212, you must provide the following data:
- Total number of employees: Breakdown by job category, gender, and veteran status.
- Number of protected veterans: Divided by job category.
- Number of new hires in the past 12 months: Specifying how many are veterans and non-veterans.
- Total number of veterans hired in the past 12 months: Highlighting protected veteran hires.
Filing Process
The VETS-4212 filing process is completed online through the VETS-4212 Reporting Application. Contractors can file manually by entering the data directly on the website or through bulk file uploads for larger organizations. You must maintain records of this data for at least three years to ensure compliance.
Consequences of Non-Compliance
Failure to file the VETS-4212 Report can have significant repercussions for federal contractors. Non-compliance can lead to:
- Suspension or cancellation of federal contracts.
- Debarment from future contracts until compliance is restored.
- Fines or penalties for continued failure to file.
Additionally, federal contractors’ affirmative action plans and Equal Employment Opportunity (EEO) audits may be scrutinized more closely if the VETS-4212 Report is not submitted.
Benefits of Compliance
Complying with the VETS-4212 reporting requirement goes beyond avoiding penalties. There are tangible benefits for businesses that adhere to these regulations:
- Enhancing reputation: Businesses that prioritize the hiring of veterans can improve their reputation as a veteran-friendly employer, which can attract skilled workers.
- Increased opportunities for federal contracts: Compliance can open the door to additional federal contracting opportunities and partnerships.
- Data-driven hiring strategies: The data gathered for the VETS-4212 report can be used internally to improve veteran recruitment strategies and workforce diversity.
Final Thoughts
Filing for VETS-4212 is more than just a regulatory obligation for federal contractors. It’s an opportunity to demonstrate a commitment to supporting veterans and complying with federal employment standards. By staying compliant and submitting accurate reports, contractors can maintain their eligibility for federal contracts and continue contributing to the employment of America’s veterans.
For assistance with filing or understanding the details of VETS-4212, consider seeking consultation from experts who specialize in affirmative action and federal contractor compliance. Proper planning and compliance will help you avoid the risks of non-filing and bolster your standing as a responsible and veteran-friendly employer.
HR Unlimited, Inc. specializes in helping federal contractors and employers effectively meet their affirmative action and federal contractor compliance obligations. Please contact us to discuss any of your questions, concerns, or needs in this area.