The official VETS-4212 filing website has opened on schedule, and reports are due by September 30. In this compliance alert, Brad Wiltshire recaps some key considerations for this year’s filing cycle.
Summary
Federal contractors subject to the VETS-4212 reporting threshold can now submit their latest reports via the VETS-4212 Reporting Application filing portal. As expected, this year’s filing cycle is open for submissions between August 1 and September 30. The DoL encourages companies with 10 or more hiring locations to use the batch filing process in order “to expedite processing”. Paper form filing is available, but not recommended.
This veteran-focused report gives the federal government a window into organizational efforts to meet veteran hiring goals, ensuring contractors are accountable to their commitment to employ protected veterans. Failing to file can affect your organization’s standing as a federal contractor.
In anticipation of “extreme call volume” during the filing period, a notice on the website advises contractors with questions to first read the lengthy VETS-4212 frequently asked questions section.
Who Is Impacted and What Actions Are Required?
Organizations must file a VETS-4212 report when they have a federal government contract or subcontract of $200,000 or more, regardless of the number of employees. The contract may be with any department or agency. The VETS-4212 page directs employers to the VETS-4212 Federal Contractor Reporting Advisor if they are unsure whether they are eligible to file. The page also helps contractors understand how to gather the necessary information.
The process of filing a VETS-4212 report involves submitting the following information for each hiring location plus the company headquarters, compiled by EEO-1 Job Categories:
- Total Employees as of selected payroll period end date
- Total Protected Veterans as of selected payroll period date
- Total number of New Hires during the 12-month period ending on the selected payroll period date
- Total number of Protected Veteran New Hires during the 12-month period ending on the selected payroll period date
This information must be rigorously reviewed to avoid submitting incomplete, inaccurate, or inconsistent data. Failure to do so can lead to unnecessary additional scrutiny and potentially trigger audits.
How Affirmity Can Help
Clean data, well-documented processes, and rigorous analysis remain the cornerstones of effective workforce compliance and proactive improvement. Affirmity is on hand to assist with the following solutions:
- Workforce compliance services, including VEVRAA, VETS-4212, Section 503, and EEO-1
- Workforce analysis software and services for proactive strategic monitoring of all groups
- Compensation and pay equity analysis
- Risk assessment services covering DEI programs, AI use, and more
File with confidence: Contact our team of experts today.
About the Author
Brad Wiltshire is a Manager of Consulting Services at Affirmity. He has 18 years of experience developing Affirmative Action Plans as well as EEO-1 and VETS-4212 reports for clients across many industries. A former attorney, Mr. Wiltshire’s legal background has helped him provide ongoing guidance and support for OFCCP audits and other compliance needs. Connect with him on LinkedIn.