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 6 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

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to 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 , UEA , the Uniformed Services

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Employment and Re-employment Rights Act .

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UEra provides several basic protections

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for your civilian job rights and

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benefits . UEra 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 .

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UEra does not mean that employers have

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to hire veterans , just that they

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cannot use your military service .

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Service Against you as you apply for a

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job with them . Ura also requires

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employers to make reasonable efforts to

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accommodate disabilities you may have

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due to your military service . UEra

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covers guard or reserve members as they

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have a right to return to their

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pre-service civilian job , whether they

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serve for 5 months or 5 years . The law

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is intended to minimize the disruptions

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and benefits and advancement for you

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when you're called to active duty or

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training . In this case , there are

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specific time limitations and

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requirements for the service member ,

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so be sure and understand your

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responsibilities under UEA . The

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regional offices of the Department of

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Labor , Veterans Employment and

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Training Service can assist you with

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UEA services . Number 2 , ADA , the

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Americans with Disabilities Act . Title

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1 of the Americans with Disabilities

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Act ensures that anyone with a

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disability is not discriminated against

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when it comes to employment . It also

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ensures people with disabilities are

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afforded the same rights and

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opportunities as everyone else .

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Approximately 25% of all veterans have

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a disability rating with the VA , and

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while many or most may not consider

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themselves disabled , it is helpful to

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understand your rights under ADA in

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case it is needed in the future . The

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ADA is the law that requires employers

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to provide reasonable accommodations to

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qualified individuals with disabilities .

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We recommend you take the time to

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confirm your disability is covered by

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the ADA and learn what types of

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accommodations are available . Number 3 ,

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EEO , the Equal Employment Opportunity

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Act . EEO protects job applicants and

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employees against discrimination as

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they apply and work for most private

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employers , state and local governments ,

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educational institutions , and labor

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organizations . Simply put , the idea

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is that everyone should be treated

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fairly when they are considered for

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employment decisions such as hiring ,

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promotion , compensation , or

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termination , and you have the same

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chance or equal opportunity with that

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employer . There are several laws

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included in the EEO stating that

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employers will not discriminate on the

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basis of race , color , national origin ,

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ethnicity , religion , age , 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 in

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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 4 , VER , the Vietnam Era

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Veterans Readjustment Assistance Act of

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1974 . Vevra applies to

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federal contracts and subcontracts of

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$150,000 or more . Companies with these

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contracts are prohibited from

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discriminating based on an individual's

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status as a protected veteran in all

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employment practices . Protected

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veterans under Vevre fall into one of

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the 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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Medal veteran . These companies must

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also take affirmative action to employ

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and advance protected veterans , such

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as listing jobs , conducting outreach ,

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and recruiting protected veterans .

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However , Vevre does not require

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preferential hiring for protected

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veterans . Number 5 , FLSA , the Fair

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Labor Standards Act . FLSA establishes

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federal minimum wage , defines the work

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week , and sets standards for overtime

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pay . It also places restrictions on

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child labor and provides guidance for

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record keeping of employees' time .

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More than 143 million workers are

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covered by the FLSA , including most

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full-time and part-time employees in

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the private sector and anyone who works

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for government agencies . Independent

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contractors , sometimes referred to as

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1099 workers , are not covered by FLSA .

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Another important part of FLSA is the

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Equal 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 FLSA 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 6 , FMLA , the Family

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and Medical Leave Act . FMLA provides

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eligible employees with the ability to

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take unpaid job-protected leave for

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family and medical reasons . As an

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eligible employee , you maintain health

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benefits and are entitled to return to

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your job or an equivalent position at

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the end of your leave . The law helps

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you balance the demands of work and

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family life . There are also military

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family provisions . These provide

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leave to eligible employees who are

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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 FMLA leave ,

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such as length of employment . So

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that's it , 6 laws in 6 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 resource

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guide also contains links to good

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sources of information on these laws

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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 .