HR Update
The Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA), originally passed in 1974 and updated in 2014, is a federal law which prohibits discrimination against returning veterans. In addition to Vietnam-era veterans, this law also includes several other categories of veterans, called protected veterans:
- Disabled veterans
- Recently separated veterans
- Active duty wartime or campaign veterans
- Campaign badge veterans
- Armed Forces service medal veterans
Requirements
List all employment openings with the appropriate employment service delivery system with the state workforce agency job bank (Minnesotaworks.net). The opening must be posted in conspicuous places available to employees and applicants for employment and in a way that will allow that system to provide priority referrals of veterans protected by VEVRAA for that job vacancy.
“All employment openings” includes all positions except:
- Executive and senior management
- Positions filled from within an organization where no consideration is given to persons outside the organization (e.g. student workers, graduate assistants)
- Positions that the contractor proposes to fill from regularly established “recall” lists (e.g. priority hire)
- Positions lasting three days or less
This is from the VEVRAA Code of Federal Regulations.
Key Considerations
To comply with VEVRAA, all positions at the University, including temporary and casual positions, must be posted. OHR has updated the Hiring Faculty and Staff administrative policy to reflect the job posting requirements.
All teaching positions must be posted, this includes lecturers, adjunct faculty etc.
Consider posting continuous (evergreen) requisitions for positions you know you will fill throughout the year.
Temp Casuals, as listed in the union contract, must be posted.
Roles and Responsibilities
Below are the roles and responsibilities of OHR, Local HR, Supervisors, Staffing Operations, and Talent Acquisition.
| Entity | Roles and Responsibilities |
|---|---|
| Office of Human Resources (OHR) | Provide guidance on what positions must be posted. |
| Local HR departments | Ensure that the hiring managers are aware that all positions must be posted. Ensures that positions will be posted. |
| Supervisors and managers | Ensure that all positions are posted. Do not hire an employee (except students) without the position being posted. |
| Staffing operations | Post open positions. Hire employees in PeopleSoft. |
| OHR Talent Acquisition (TA) | Provide advice on how to best post the position. |
FAQ
Do we need to post post-doc positions?
Postdocs are not considered students; they are employees with benefits. Therefore, their positions should be posted.
Do I have to post temporary positions?
Yes.
Do I have to post lecturer positions?
Yes.
Do I have to post student positions?
No. Currently, there is no posting requirement for student positions.
Do I have to post temporary positions for seasonal work?
Yes. We suggest placing continuous postings.
Do I have to post a position for a returning lecturer?
No, as long as this person applied to the position before and is returning to the same position within one year.
How long do I need to post a position?
Every position must be posted for a minimum of 7 calendar days.
Can I hire a recently graduated student worker into a temp casual position without posting it?
Yes, you can hire them for up to 3 months.
Do I have to post a paid internship?
It depends. If it is an internship part of a student's study, then no, you do not need to post it. If it isn't, then you do need to post the position.
Do interim roles need to be posted internally and externally?
No.
Do I have to post a position when the person is going on a short work break (SWB) and coming back as a part-time employee for the summer?
No.
Additional Questions or Clarifications
Please reach out to your TA contact.