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VETS-100/100A Filing Deadline Extended to October 31, 2012

By Mickey Silberman and Laura A. Mitchell
  • September 25, 2012

The U.S. Department of Labor Veterans’ Employment and Training Service (VETS) has announced that the deadline for VETS-100 and/or VETS-100A report(s) in the 2012 cycle has been extended from September 30, 2012 to October 31, 2012.  All paper reports and electronic files received by VETS on or before October 31st will be included as part of the 2012 filing cycle and will not be considered late.

Under the Vietnam Era Veterans’ Readjustment Act of 1972 (VEVRAA), federal contractors and subcontractors must file reports with VETS annually on the number of qualified, covered veterans in their workforces as well as the number of qualified, covered veterans hired during the last 12-month period preceding the date of completion of the report.

The VETS reports are similar to the Employer Information Report EEO-1, which employers with at least 100 employees generally must file with the U.S. Equal Employment Opportunity Commission’s EEO-1 Joint Reporting Committee annually.  The filing deadline for the 2012 EEO-1 Reports remains September 30, 2012.

Jackson Lewis attorneys are available to assist your company in preparing VETS reports, in determining whether your company is required to file VETS reports and to answer questions concerning your company’s government reporting obligations.

©2012 Jackson Lewis P.C. This Update is provided for informational purposes only. It is not intended as legal advice nor does it create an attorney/client relationship between Jackson Lewis and any readers or recipients. Readers should consult counsel of their own choosing to discuss how these matters relate to their individual circumstances. Reproduction in whole or in part is prohibited without the express written consent of Jackson Lewis.

This Update may be considered attorney advertising in some states. Furthermore, prior results do not guarantee a similar outcome.

Jackson Lewis P.C. represents management exclusively in workplace law and related litigation. Our attorneys are available to assist employers in their compliance efforts and to represent employers in matters before state and federal courts and administrative agencies. For more information, please contact the attorney(s) listed or the Jackson Lewis attorney with whom you regularly work.

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