VETS 100/100A Federal Contractor Reporting – Filing Extension to October 31, 2013

VETS 100/100A Federal Contractor Reporting – Filing Extension to October 31, 2013

The filing deadline for VETS 100 and 100A reports has been extended to October 31, 2013

GovConHRVETS-100/100A and EEO-1 Reports are due annually on September 30th, however; the filing deadline for VETS 100 and 100A Reports has been extended until 10/31/13.

Additional information can be found here at the DOL site.

Employers who have 100 or more employees and employers with federal government contracts of $50,000 and 50 or more employees are required to submit the EEO-1 report.

VETS-100 Report

Government contractors with a contract or subcontract in the amount of $25,000 or more that was entered into before December 1, 2003 are required to file the VETS 100 report. However, if such a contract was modified on or after December 1, 2003 and the contract is in the amount of $100,000 or more, the contractor would be covered by the VETS-100A reporting requirements.

VETS-100A Report

Government contractors with a contract or subcontract in the amount of $100,000 or more entered into on or after Dec 1, 2003 are required to file the VETS-100A report.

EEO-1 Report Deadline

A few more important facts to know about EEO-1:

  • The EEO-1 report is also due on September 30th.
  • The EEO-1 report applies to employers with more than 100 employees or contractors or subcontractors with 50 employees and 50,000 in government contracts.
  • The EEO-1 report contains information on a contractor’s workforce including gender, ethnicity and EEO code (e.g., first line manager, professional technical, sales).
  • More details about the EEO-1 Report may be found here on the EEOC.Gov site.

EEO and Affirmative Action Plans

An affirmative action plan (AAP) is required if a contractor has 50 or more employees and $50,000 in government contracts.  Those required to maintain a written affirmative action plan must have a system in place to maintain information about applicants. An applicant flow log should include:

  • Name
  • Source
  • Gender
  • Ethnicity
  • Race
  • Date of application
  • Position applied for
  • EEO code and disposition (hired/not hired) and why

Employers who are not required to comply with a written AAP or file an EEO-1/VETS report, must still follow the EEO laws of non-discrimination.  It is recommended that employers adopt non-discrimination policies and display the poster, “Equal Employment Opportunity is the Law” in a prominent place where it can be readily seen by employees and applicants.

If you have questions about any information in this blog, please contact one of our HR specialists.  We are happy to help answer questions and clarify your business needs.


About the Author

FosterThomas is a leading professional services company that provides solutions in the areas of Human Resources Consulting and Outsourcing, HR Staffing, Outsourced Recruiting, Employee Benefits Brokerage, Payroll Implementation and Services, HR for Government Contractors, Business Insurance, HR Compliance and Risk Management. We help organizations by providing solutions designed with a focus on cost containment strategies and increasing HR efficiency. FosterThomas HR Consulting was established in 1993 with offices in Annapolis, Maryland (Corporate), McLean, Virginia and Raleigh, North Carolina. Today, FosterThomas occupies a unique position as a full service provider of HR services.

Leave a Comment

We would be glad to get your feedback. Take a moment to comment and tell us what you think.

ADP Consulting, Benefits Brokerage, Human Capital Management & Talent Acquisition and Recruiting