Get DoL HIRE VETS-1011SP 2017-2024

As a protected veteran under VEVRAA, you have the right to work in an environment free of discrimination. You cannot be denied employment, harassed, demoted, terminated, paid less or treated less favorably because of your veteran status.

A small business must submit the Application Forms A & B, Qualified Veteran Employee's Self-Certification Form(s), copies of W-2s and/or paystubs, and copies of DD214 or equivalent official discharge forms to the Maryland Department of Commerce (Commerce) for the certification.

Employers are permitted to ask limited questions related to an applicant's military service. Questions that are relevant to work experience and training received are permissible. However, an employer should not ask an applicant the reason they were discharged from the military.

SUMMARY OF THE FINAL RULE It lays out the process, timelines, and procedures for employers to apply for the award, and explains how the Department will review applications, verify the information provided, and determine and notify award recipients. Applicants pay a fee to cover administrative costs.

Two Federal laws prohibit discrimination in employment based on employees' status as a veteran or service member: the Uniformed Services Employment and Reemployment Rights Act (USERRA) and the Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA).

Employers often include questions about veteran status on job applications. This information can help you comply with the recruiting and hiring requirements that apply to protected veterans. Veteran status should never be used as a reason not to hire an employee.

With Veterans' Preference, you may receive preference over non-veteran applicants in the hiring process. Veterans' Preference can be used when applying to permanent and temporary positions in both the competitive and excepted service (of the executive branch).