WEBVTT

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The Department of Labor is charged with

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overseeing more than 150 labor laws

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that protect the American worker . In

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this video . We'll be covering six Acts

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of Congress that you should be

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specifically aware of now that you're

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transitioning back to civilian

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employment . Each act defines a set of

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laws or regulations that employers must

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follow when dealing with veterans and

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service members in the civilian

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workplace . As some veterans may

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encounter specific types of

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discrimination or bias . It's important

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to be aware of the protections you have

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as you seek employment . We'll provide

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a brief overview of each act , explain

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what area of employment that they may

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apply to and point you to resources to

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get more information on these acts .

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These resources are also listed in your

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participant guide . So let's get

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started and count them down . Number

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one era , the Uniformed services ,

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employment and reemployment Rights Act .

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Ura provides several basic protections

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for your civilian job rights and

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benefits . Ura stipulates that

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employers cannot discriminate against

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you on the basis of your past military

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service , your current military

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obligations or your intent to serve a

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does not mean that employers have to

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hire veterans just that they cannot use

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your military service against you as

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you apply for a job with them era also

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requires employers to make reasonable

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efforts to accommodate disabilities .

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You may have due to your military

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service . A covers guard or reserve

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members as they have a right to return

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to their pre service civilian job ,

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whether they serve for five months or

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five years . The law is intended to

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minimize the disruptions and benefits

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and advancement for you when you're

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called to active . Due to your training .

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In this case , there are specific time

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limitations and requirements for the

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service member . So be sure and

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understand your responsibilities under

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ue A , the regional offices of the

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Department of Labor , Veterans

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Employment and training Service can

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assist you with UE A services number

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two AD A , the Americans With

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Disabilities Act title , one of the

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American with Disabilities Act ensures

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that anyone with a disability is not

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discriminated against when it comes to

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employment . It also ensures people

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with disabilities are afforded the same

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rights and opportunities as everyone

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else . Approximately 25% of all

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veterans have a disability rating with

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the va and while many or most may not

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consider themselves disabled , it is

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helpful to understand your rights under

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AD A in case it is needed in the future .

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The AD A is the law that requires

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employers to provide reasonable

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accommodations to qualified individuals

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with disabilities . We recommend you

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take the time to confirm your

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disability is covered by the AD A and

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learn what types of accommodations are

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available . Number three , EEO , the

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Equal Employment Opportunity Act EEO

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protects job applicants and employees

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against discrimination as they apply

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and work for most private employers ,

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state and local governments ,

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educational institutions and labor

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organizations simply put the ideas that

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everyone should be treated fairly when

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they are considered for employment

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decisions such as hiring promotion ,

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compensation or termination . And you

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have the same chance or equal

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opportunity with that employer . There

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are several laws included in EEO

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stating that employers will not

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discriminate on the basis of race ,

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color , national origin , ethnicity ,

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religion , age , gender , , including

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pregnancy , disability or genetic

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information . EEO also protects you

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against harassment or denial of

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reasonable workplace accommodations and

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retaliation . It also provides

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protection and a system to file and

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process an EEO complaint if you

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experience any form of discrimination .

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Number four , VRA , the Vietnam era

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veterans readjustment Assistance Act of

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1974 . VRA applies to federal

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contracts and subcontracts of 100 and

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$50,000 or more . Companies with these

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contracts are prohibited from

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discriminating based on an individual

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status as a protected veteran in all

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employment practices , protected

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veterans under VRA fall into one of the

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following categories . The disabled

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veteran , recently separated veteran ,

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active duty , wartime or campaign badge ,

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veteran or an armed forces service ,

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metal veteran . These companies must

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also take affirmative action to employ

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and advance protected veterans such as

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listing jobs conducting outreach and

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recruiting protected veterans . However ,

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VRE does not require preferential

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hiring for protected veterans . Number

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five FLSA , the Fair Labor Standards

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Act , FLS A establishes federal minimum

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wage defines the work week and sets

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standards for overtime pay . It also

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places restrictions on child labor and

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provides guidance for record keeping of

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employees time . More than 100 and 43

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million workers are covered by the FLS

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A including most full time and part

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time employees in the private sector

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and anyone who works for government

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agencies , independent contractors

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sometimes referred to as 1099 workers

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are not covered by FLS A . Another

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important part of FLS A is the Equal

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Pay Act . This law mandates that

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workers in the same workplace doing

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substantially equal jobs must be given

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equal pay . This part of FLS A is

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enforced by the Equal Employment

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Opportunity Commission also known as

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EEOC number six FML A , the

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Family and Medical Leave Act . FML A

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provides eligible employees with the

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ability to take unpaid job protected

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leave for family and medical reasons .

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As an eligible employee , you maintain

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health benefits and are entitled to

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return to your job or an equivalent

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position . At the end of your leave ,

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the law helps you balance the demands

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of work and family life . There are

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also military family provisions . These

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provide leave to eligible employees who

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are military caregivers of a serviceman .

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The law allows 26 work weeks of leave

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during a single 12 month period , to

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caregivers who would be spouses ,

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Children , parents or next of kin to

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care for a covered service member with

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a serious injury or illness . Be aware ,

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there are some criteria that you must

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meet to be eligible for FML A leave

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such as length of employment . So

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that's it . Six laws in six minutes .

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There's a lot more to these laws than

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we covered here in this video . So we

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recommend that you keep your

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participant guide in your reference

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library to help you if in the future

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you need to dig deeper or brush up on

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these protections . Later . The

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resource guide also contains links to

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good sources of information on these

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laws and is worth bookmarking in your

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favorite browser . These resources will

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simplify your research efforts if you

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are experiencing any of the situations

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these laws cover best of luck in your

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transition . And thank you for your

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service .