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Can You Ask Veteran Status On Application

Federal contractors and sub-contractors can also ask discharge status but the question must pertain to records-keeping related to veterans preference or disabled worker hiring requirements. If you are an employee and a disabled veteran you can request and your employer must provide you reasonable accommodation to allow you to perform your job unless doing so would cause the employer significant difficulty or expense.

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The OFCCP is there to protect against discrimination in employment due to race color religion sex sexual orientation gender identity national origin disability or status as a protected veteran.

Can you ask veteran status on application. See SHRMs State and Local Updates here. You cannot be denied employment harassed demoted terminated paid less or treated less favorably because of your veteran status. You can obtain this information directly from the VA by submitting your question by e-mail to the VA through the Ask A Question link on httpsirisvagov or contact a benefits representative at 1-800-827-1000 Monday-Friday from 8 to 8 Eastern time.

This requires a lot of records to be kept and sent in including records on job applicants. If a non-federal job ie. So the question becomes.

Whether the employer is a federal contractor or not the fact that they want to know how many. Many employment applications touch on an applicants affiliation with the military. A veteran whether active duty discharged retired or reserve is someone who at one point in his or her life wrote a blank check to their government for.

If you are asked about your veteran status on a job application its likely for all the right reasons. The questions are positive show. We may need to request your records from the National Personnel Records Center.

For example if the contractor periodically surveys its employees for the purpose of updating personnel records the contractor could ask the employees to provide information regarding their. These VA specialists can answer any questions you. If you have an unknown or uncharacterized discharge status your application will take more time to process while we verify your eligibility.

If they answer truthfully. You can also file a complaint with the Veterans. For instance asking a job candidate who identifies as a combat veteran Did you ever kill someone is highly offensive and puts the candidate in a troubling position.

Inquiring about veteran status ie Are you a military veteran is not forbidden under federal law but state laws may prohibit such discrimination. While answering the question is not necessarily required and can be left blank not disclosing any affiliation could potentially result in legal employment termination if the military affiliation conflicts with employment requirements. The pre-offer invitation to self-identify may be included in the contractors application materials for a position but must be.

Can employers ask applicants and employees to disclose their disability status without violating the ADAs restrictions on medical inquiries. Attorneys said it is best not to ask job applicants about the nature of their discharge from military service because they may discover information about an applicants disability medical history. Complaint but an OFCCP investigator will ask you to sign the form during a follow-up interview.

A contractor position requires a security clearance and the candidate doesnt already have one to begin with asking about the type of discharge in the pre-employment phase is. Complaints alleging discrimination based on protected veteran status must be filed within 300 days from the date of the alleged discrimination unless the time for filing is extended for good cause. Required to ask about an applicants race ethnicity gender veteran status disability or other protected characteristic to promote equal employment opportunities.

As you can see from this list many of the questions youll ask a veteran are what you might ask anyone who has had a diverse career that is unfamiliar to you. After weve verified your eligibility well send you an email letting you know the status of your application. The good news is that there is a way that employers can practice affirmative action without violating the ADA.

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