The Meaning of “Protected Veteran” on Job Applications

A document published by the U.S. Department of Labor outlines four categories of veterans that could be considered as protected veterans under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA):

Recently Separated Veteran: Were you discharged or released from active duty within the last three years?
Disabled Veteran: Are you a veteran of the U.S. Military who is entitled to compensation under laws administered by the Secretary of Veterans Affairs? Were you discharged or released from active duty because of a service-connected disability?
Active Duty Wartime or Campaign Badge Veteran: Did you serve on active duty in any campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense? Did you serve on active duty during one or more of the periods of war mentioned in 38 U.S.C. § 101?
Armed Forces Service Medal Veteran: Did you serve on active duty in a U.S. military operation for which an Armed Forces Service Medal was awarded, and were you awarded the Armed Forces Service Medal?

According to the same document, if you were dishonorably discharged from the military, you are not protected under VEVRAA and, therefore, do not qualify as a protected veteran.

Why Employers Ask About Your Protected Veteran Status

Under the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), federal contractors and subcontractors are not allowed to discriminate against protected veterans.

This law protects veterans from discriminatory hiring practices when applying for federal jobs or jobs from federal government contractors and subcontractors.

The Office of Federal Contract Compliance Programs enforces laws surrounding VEVRAA, requiring employers to take affirmative action to hire, retain, and promote protected veterans.

VEVRAA Protections and Benefits

The United States Department of Labor indicates that employers must make necessary accommodations related to the veteran’s disabilities or other issues relating to their work in the armed forces.

Several examples of reasonable job accommodations for protected veterans include, but are not limited to:

Workplace accommodations for the hearing impaired (e.g., headsets, video relay services, sign language interpretation, etc.)
Workplace accommodations for wheelchair users (e.g., accessible parking and floor plans, elevator access, barrier-free paths, wide doorways, etc.)
Schedule adjustments (e.g., changes to arrival and/or departure times, alternating shift assignments, periodic breaks, etc.)

Reasonable accommodations should be made to allow the employee to perform the job’s duties effectively and efficiently.

Protection from Discriminatory Job Practices

Not only does VEVRAA provide veterans with reasonable job accommodations, but it also ensures that employers cannot, under federal law, subject veterans to discriminatory behavior based on their veteran status, including:

Denial of employment
Workplace harassment
Demotions
Termination of employment
Pay cuts or lower pay
Less favorable or unfair treatment

If a veteran feels that an employer has unfairly treated them due to their veteran status or is in violation of VEVRAA, they can submit a complaint through the Office of Federal Contract Compliance Programs.

It Is Not Recommended to Keep Your Protected Veteran Status Secret

Revealing your protected veteran status does not subject you to adverse treatment. If you experience maltreatment based on your status, you can submit a formal complaint using the information in the previous section of this article.

If you submit your protected veteran status, it is kept confidential, with the exception of its use in ways consistent with laws surrounding VEVRAA and the ADA.

Failing to disclose your protected veteran status may also prevent the company from maintaining legal compliance with federal law regarding VEVRAA or the Americans with Disabilities Act (ADA).

The Bottom Line

When companies inquire about “protected veteran” status on job applications, it’s to ensure they comply with federal laws and guidelines surrounding VEVRAA and ADA.