HIRE Vets Medallion Program, 39371-39396 [2017-17249]
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activities to increase consumers’
awareness of, and desire for, Oregon and
Washington hazelnuts in the edible tree
nut market. The Oregon and
Washington hazelnut industry has
experienced a large amount of growth in
new orchard plantings in recent years.
The supply of hazelnuts grown in the
production area is expected to increase
greatly as newly planted trees come into
nut bearing age (approximately 3 to 7
years after planting, depending on the
variety of hazelnut tree). The proposed
increase to the assessment rate is
necessary to fund expanded
promotional activities intended to assist
marketing of the anticipated increased
supply of hazelnuts in the forthcoming
years.
Prior to arriving at this budget and
assessment rate, the Board considered
information from various sources, such
as the Board’s Budget and Personnel
Committee, representatives from private
research firms, and input from industry
personnel. Alternative expenditure
levels were discussed by these groups,
based upon the relative value of various
activities to the hazelnut industry. Many
growers at the May 17, 2017, meeting
were in favor of even greater spending
by the Board on promotional activities
for hazelnuts, while handlers were more
conservative.
The Board ultimately determined that
2017–2018 marketing year expenditures
of $878,627 were appropriate, and the
recommended assessment rate, when
combined with reserve funds and other
income, would generate sufficient
revenue to meet its budgeted expenses.
Further, the Board will maintain a
$180,000 emergency fund throughout
the 2017–2018 marketing year in order
to cover any unforeseen or emergency
operational expenses. If the 2017–2018
emergency funds are not expended, the
resulting operating reserve would not
exceed the limit authorized under the
order.
A review of historical information and
preliminary information pertaining to
the upcoming marketing year indicates
that the grower price for the 2017–2018
marketing year could range between
$0.81 and $1.80 per pound (NASS,
2017). Therefore, the estimated
assessment revenue for the 2017–2018
marketing year as a percentage of total
grower revenue could range between
0.74 and 0.33 percent, respectively.
This action would increase the
assessment obligation imposed on
handlers. While assessments impose
some additional costs on handlers, the
costs are minimal and uniform on all
handlers. Some of the additional costs
may be passed on to growers. However,
these costs would be offset by the
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benefits derived by the operation of the
marketing order. In addition, the
Board’s meeting was widely publicized
throughout the Oregon and Washington
hazelnut industry, and all interested
persons were invited to attend the
meeting and participate in Board
deliberations on all issues. Like all
Board meetings, the May 17, 2017,
meeting was a public meeting, and all
entities, both large and small, were able
to express views on this issue. Finally,
interested persons are invited to submit
comments on this proposed rule,
including the regulatory and
informational impacts of this action on
small businesses.
In accordance with the Paperwork
Reduction Act of 1995 (44 U.S.C.
Chapter 35), the order’s information
collection requirements have been
previously approved by OMB and
assigned OMB No. 0581–0178,
Vegetable and Specialty Crops. No
changes in those requirements as a
result of this action are necessary.
Should any changes become necessary,
they would be submitted to OMB for
approval.
This proposed rule would impose no
additional reporting or recordkeeping
requirements on either small or large
Oregon and Washington hazelnut
handlers. As with all Federal marketing
order programs, reports and forms are
periodically reviewed to reduce
information requirements and
duplication by industry and public
sector agencies.
AMS is committed to complying with
the E-Government Act, to promote the
use of the Internet and other
information technologies to provide
increased opportunities for citizen
access to Government information and
services, and for other purposes.
USDA has not identified any relevant
Federal rules that duplicate, overlap, or
conflict with this proposed action.
A small business guide on complying
with fruit, vegetable, and specialty crop
marketing agreements and orders may
be viewed at: https://www.ams.usda.gov/
rules-regulations/moa/small-businesses.
Any questions about the compliance
guide should be sent to Richard Lower
at the previously-mentioned address in
the FOR FURTHER INFORMATION CONTACT
section.
A 30-day comment period is provided
to allow interested persons to respond
to this proposed rule. Thirty days is
deemed appropriate because: (1) The
2017–2018 marketing year begins on
July 1, 2017, and the marketing order
requires that the rate of assessment for
each marketing year apply to all
assessable hazelnuts handled during
such marketing year; (2) the Board
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39371
needs to have sufficient funds to pay its
expenses, which are incurred on a
continuous basis; and (3) handlers are
aware of this action, which was
unanimously recommended by the
Board at a public meeting and is similar
to other assessment rate actions issued
in the past.
List of Subjects in 7 CFR Part 982
Hazelnuts, Marketing agreements,
Nuts, Reporting and recordkeeping
requirements.
For the reasons set forth in the
preamble, 7 CFR part 982 is proposed to
be amended as follows:
PART 982—HAZELNUTS GROWN IN
OREGON AND WASHINGTON
1. The authority citation for 7 CFR
part 982 continues to read as follows:
■
Authority: 7 U.S.C. 601–674.
2. Section 982.340 is revised to read
as follows:
■
§ 982.340
Assessment rate.
On and after July 1, 2017, an
assessment rate of $0.006 per pound is
established for Oregon and Washington
hazelnuts.
Dated: August 15, 2017.
Bruce Summers,
Acting Administrator, Agricultural Marketing
Service.
[FR Doc. 2017–17488 Filed 8–17–17; 8:45 am]
BILLING CODE 3410–02–P
DEPARTMENT OF LABOR
Veterans’ Employment and Training
Service
20 CFR Part 1011
[Docket No. VETS–2017–0001]
RIN 1293–AA21
HIRE Vets Medallion Program
Veterans’ Employment and
Training Service (VETS), Labor.
ACTION: Notice of proposed rulemaking.
AGENCY:
VETS is publishing this
Notice of Proposed Rulemaking (NPRM)
to propose regulations implementing the
Honoring Investments in Recruiting and
Employing (HIRE) American Military
Veterans Act of 2017 (HIRE Vets Act of
2017 or Act). The HIRE Vets Act
requires the Department of Labor (DOL,
Department) to annually solicit and
accept voluntary information from
employers for consideration of
employers to receive a HIRE Vets
Medallion Award. VETS will review
SUMMARY:
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applications and notify recipients of
their awards, and announce their names
at a time that coincides with Veterans’
Day. The Act establishes specific criteria
at two levels, ‘‘gold’’ and ‘‘platinum,’’
for large employers (those with 500 or
more employees) and allows the
Department of Labor discretion in
establishing additional criteria for each
large employer award level and criteria
for small and medium employers to
qualify for similar awards. The NPRM
proposes the application process and
criteria that VETS intends to use to
receive, review, and process
applications; verify the information
provided; and award the HIRE Vets
Medallion Award to those employers
meeting the criteria and deserving of the
award.
The Act establishes a fund, designated
as the ‘‘HIRE Vets Medallion Award
Fund’’ and requires the Secretary to
assess a reasonable fee from the
applicants to cover the costs associated
with carrying out the HIRE Vets
Medallion Award program. The NPRM
provides the fee amount and how to
submit the fee. These awards are
intended to recognize employer efforts
to recruit, employ, and retain our
Nation’s veterans.
DATES: To be assured of consideration,
comments must be received on or before
September 18, 2017.
ADDRESSES: You may send comments,
identified by RIN number 1293–AA21,
by one of the following methods:
Federal eRulemaking Portal: https://
www.regulations.gov. Follow the Web
site instructions for sending comments;
or
Mail or Hand Delivery Courier: Please
submit all written comments (including
disk and CD–ROM submissions) by
hand delivery, express mail, messenger,
or courier service to: Randall Smith,
Veterans’ Employment and Training
Service, U.S. Department of Labor,
Room S–1325, 200 Constitution Avenue
NW., Washington, DC 20210.
Please submit your comments by only
one method. Comments received by
means other than those listed above or
received after the comment period has
closed will not be reviewed. VETS will
post all comments received on https://
www.regulations.gov without making
any change to the comments, including
any personal information provided. The
https://www.regulations.gov Web site is
the Federal e-rulemaking portal and all
comments posted there are available
and accessible to the public. VETS
cautions commenters not to include
personal information such as Social
Security Numbers, personal addresses,
telephone numbers, and email addresses
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in their comments as such information
will become viewable by the public on
the https://www.regulations.gov Web
site. It is the commenter’s responsibility
to safeguard his or her information.
Comments submitted through https://
www.regulations.gov will not include
the commenter’s email address unless
the commenter chooses to include that
information as part of his or her
comment.
Postal delivery in Washington, DC,
may be delayed due to security
concerns. Therefore, VETS encourages
the public to submit comments through
the https://www.regulations.gov Web
site.
Comments concerning information
collection requirements should be
directed to: Office of Information and
Regulatory Affairs, Attn: OMB Desk
Officer for the Department of Labor,
Veterans’ Employment and Training
Service, Office of Management and
Budget, Room 10235, Washington, DC
20503, fax: (202) 395–6881 (this is not
a toll-free number), email: OIRA_
submission@omb.eop.gov. Please submit
your comments by only one method.
Receipt of submissions will not be
acknowledged; however, the sender may
request confirmation that a submission
has been received by telephoning VETS
at (202) 693–4700 or TTY (877) 889–
5627 (these are not toll-free numbers).
Docket: For access to the docket to
read background documents or
comments received, go to the Federal
eRulemaking portal at https://
www.regulations.gov. VETS will also
make all the comments received
available for public inspection during
normal business hours, 8:15 a.m. to 4:45
p.m. at: Room S–1325, 200 Constitution
Avenue NW., Washington, DC 20210. If
you need assistance to review the
comments, VETS will provide you with
appropriate aids such as readers or print
magnifiers. VETS will make copies of
the rule available, upon request, in large
print and as an electronic file on
computer disk. VETS will consider
providing the proposed rule in other
formats upon request. To schedule an
appointment to review the comments
and/or to obtain this NPRM in an
alternate format, please contact VETS at
the address listed above or at (202) 693–
4700 or TTY (877) 889–5627 (these are
not toll-free numbers).
FOR FURTHER INFORMATION CONTACT:
Contact Randall Smith, Veterans’
Employment and Training Service, U.S.
Department of Labor, Room S–1325, 200
Constitution Avenue NW., Washington,
DC 20210, email: HIREVETS.NPRM@
dol.gov, telephone: (202) 693–4700 or
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TTY (877) 889–5627 (these are not tollfree numbers).
SUPPLEMENTARY INFORMATION:
Background
The HIRE Vets Act was enacted on
May 5, 2017, as Division O of the
Consolidated Appropriations Act, 2017,
Public Law 115–31. The purpose of the
Act is to create a voluntary program for
recognizing efforts by employers to
recruit, employ, and retain veterans
through a HIRE Vets Medallion Award
(the award). The Act requires the
Department of Labor to issue regulations
establishing the HIRE Vets Medallion
Program (Medallion Program).
In preparation for drafting a rule to
implement the Act, VETS conducted
three stakeholder sessions during the
week of June 5, 2017. During these
stakeholder sessions, VETS obtained
input from large, medium, and small
employers, veterans service
organizations, military service
organizations, and other interested
parties. The Department of Labor invites
comments on this proposed rule by all
interested parties.
Section-by-Section Analysis
Subpart A—Introduction to the
Regulations for the HIRE Vets Act
Section 1011.000: What is the HIRE Vets
Medallion Program?
Proposed § 1011.000 provides a
description of the goals and purposes of
the Medallion Program. This language is
derived from the language in sec. 2(a) of
the Act, which states that the HIRE Vets
Medallion Program is a program through
which the Department of Labor will
solicit voluntary applications from
employers for the award.
Section 1011.005: What definitions
apply to the Medallion Program
regulations?
Proposed § 1011.005 contains
proposed definitions for this part. Each
definition is discussed individually
below.
Active Duty: The definition of ‘‘active
duty’’ relates to the pay differential
criterion used for the large employer,
medium employer, and small employer
awards in proposed §§ 1011.000(b)(8),
1011.105(b)(5)(ii), and
1011.110(b)(4)(iv). To satisfy this
criterion, employers must provide
employees serving on active duty in the
United States National Guard or Reserve
with compensation that is sufficient, in
combination with the employee’s active
duty pay, to achieve a combined level
of income commensurate with the
employee’s salary prior to undertaking
active duty. To ensure simplicity, the
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proposed rule’s definition of active duty
is consistent with the definition used at
10 U.S.C. 101(d)(1) (defining active duty
for purposes of the armed forces).
However, VETS requests comments on
whether this definition is appropriate
for this program.
Dedicated Human Resources
Professional: The term ‘‘dedicated
human resources professional’’ is used
in the human resources criterion for the
large employer platinum award
established in sec. 3(b)(1)(C)(iv) of the
Act and implemented in proposed
§ 1011.100(b)(7). This proposed
definition clarifies that to satisfy this
criterion, an employer may either
employ an individual who devotes 100
percent of their time to supporting the
hiring, training, and retention of veteran
employees (for purposes of this rule,
‘‘veteran employees’’ refers to
employees who are veterans) or the
equivalent of a full-time employee. For
example, three full-time employees who
devote fifty percent, thirty percent, and
twenty percent of their time,
respectively, to supporting the hiring,
training, and retention of veteran
employees would satisfy this criterion.
Any other combination of time
dedicated to this objective that equals
one full-time employee would also
satisfy this criterion. Because most
human resources professionals do not
dedicate all of their time to a single
objective, this clarification will retain
flexibility for employers while also
ensuring that veteran employees receive
sufficient human resources support.
Additionally, this definition does not
require that the human resources
professionals be employees of the
applicant. An applicant can satisfy this
criterion by contracting out these
services so long as those contracted
services otherwise meet this definition.
Finally, as with the Human Resources
Veterans’ Initiative, the Dedicated
Human Resources Professional must
provide support in all three of the
following areas: hiring, training, and
retention.
Employee: The proposed rule defines
‘‘employee’’ as any individual for whom
the employer furnishes an IRS Form W–
2, with the exception of temporary
workers. Although many other
definitions of employee exist in Federal
law, most of those definitions are for
purposes of enforcing Federal
protections. For the purposes of the
Medallion Program, VETS will defer to
how an employer categorizes its workers
for tax purposes. This definition
simplifies the burden on employers in
assessing whether they meet the award
criteria.
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The proposed definition of
‘‘employee’’ includes both permanent
full-time and permanent part-time
employees. Permanent part-time
employees are included in addition to
permanent full-time employees because
many disabled veterans rely on parttime positions and because basing the
award on calculations of all permanent
employees seems a more accurate
reflection of veteran employment.
Although VETS supports the hiring of
veterans in all positions, including
temporary positions, the proposed rule
excludes temporary workers from the
definition of employee. The proposed
rule has this exclusion because of the
retention criterion for large employers,
which requires that certain veteran
employees be retained for at least twelve
months. The inclusion of temporary
workers in the definition of employee
would thus foreclose employers and
industries that hire large numbers of
temporary workers from consideration
for the award. Instead, this exclusion
ensures that employers that retain a
large percentage of veterans in
permanent positions are not excluded
simply because of the fact that some of
their business is seasonal in nature.
Additionally, although the proposed
regulation does not explicitly exempt
workers who work outside of the United
States from the definition of employee,
tying the definition of employee to the
IRS Form W–2 effectively excludes
workers outside of the United States
from the definition of employee, unless
those workers are U.S. citizens or
permanent residents, because those
workers do not receive IRS Form W–2s.
The proposed rule excludes most
workers who work outside of the United
States (other than those noted in the
previous sentence) from the definition
of employee because it does not seem
reasonable to measure employment of
veterans by including workers not in the
United States and the inclusion of such
workers may make it difficult for
otherwise meritorious employers to
satisfy the veteran hiring and retention
criteria. However, the proposed rule
does not exclude those U.S. citizens or
permanent residents who might work
outside of the United States and still
receive an IRS Form W–2 in order to
limit the amount of analysis employers
must go through in assessing their
employee population for the purposes of
this rule.
Employer: The proposed definition of
‘‘employer’’ derives from the definition
at sec. 8(a) of the Act. In addition to
including the statutory language, the
definition of ‘‘employer’’ clarifies that
VETS will distinguish employers based
on their Employer Identification
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Numbers, as described by the IRS in
their regulations implementing 26
U.S.C. 6109 at 26 CFR 301.7701–12. In
drafting this definition, VETS evaluated
how to incorporate franchises,
subsidiaries, and retail branches into the
definition of employer. VETS settled on
the proposed definition because it is the
simplest definition for employers to
implement and is reflective of how
employers define themselves. However,
the proposed rule creates an exemption
from this definition where an IRSrecognized third party furnishes an
employee’s IRS Form W–2 pursuant to
26 CFR 31.3504–1, 26 CFR 31.3504–2,
or 26 U.S.C. 7705. This exemption is to
ensure that deserving employers are not
barred from an award because they have
used one of the mechanisms identified
in the previous sentence.
The definition of employer includes
local governments and tribal
governments. However, VETS proposes
to exclude foreign governments from the
definition of employer. VETS makes this
proposal to avoid any apparent conflict
that could occur as a result of granting
a foreign government an award.
This definition also allows an
independently owned franchise or a
subsidiary to apply for its own award.
VETS requests comments on whether
this is an appropriate definition of
employer.
Human Resources Veterans’ Initiative:
This proposed definition applies to the
small employer and medium employer
award criteria at proposed
§§ 1011.105(b)(5)(i) and
1011.110(b)(4)(iii). This criterion is a
variation on the dedicated human
resources professional criterion for the
large employer platinum award. Instead
of needing to employ a dedicated
human resources professional (as
defined above), an employer satisfies
the human resources veterans’ initiative
criterion if the employer provides
hiring, training, and retention support
for veteran employees. Employers must
provide support in all three of these
areas. An employer would not satisfy
this criterion if it only provided support
in one or two of these areas. This
adjusted definition recognizes that not
all small and medium employers will
employ dedicated human resources
professionals.
Additionally, this definition does not
require that this support be provided by
employees of the applicant. An
applicant can satisfy this criterion by
contracting out or partnering with a
third-party that provides this support so
long as the support provided otherwise
meets this definition. One way an
employer may satisfy the hiring support
portion of the human resources
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veterans’ initiative criterion is by
partnering with an American Job Center
that is part of the nationwide workforce
development system as defined in
Section 3(67) of the Workforce
Innovation and Opportunity Act.
Post-Secondary Education: The term
‘‘post-secondary education’’ is used in
the tuition assistance program criterion
established for large employers in sec.
3(b)(1)(C)(vi) of the Act. To satisfy this
criterion, an employer must have a
tuition assistance program to support
employees’ attendance in postsecondary education during the term of
their employment. The proposed
definition of ‘‘post-secondary
education’’ is consistent with the
definition of ‘‘program of education’’ in
the G.I. Bill (38 U.S.C. 2002), but it is
simplified to provide clear guidance for
employers to use as they apply for the
award. Under the proposed definition,
any tuition assistance program that
supports employees’ attendance in postsecondary courses, including courses
that lead to an associates or bachelor’s
degree or higher; a recognized postsecondary credential; or an
apprenticeship would be acceptable.
Salary: The proposed rule defines
‘‘salary’’ as an employee’s base pay. The
definition of salary relates to the pay
differential criterion used for the large
employer, medium employer, and small
employer awards in proposed
§§ 1011.100(b)(8), 1011.105(b)(5)(ii), and
1011.110(b)(4)(iv). VETS proposes to
use base pay to define salary because
base pay is the standard measure for pay
differential. However, VETS seeks
comments on whether any of the
following should also be included in the
definition of salary: Overtime, shift
differential, bonuses, tips, commissions,
vacation and holiday pay, retirement
and other related benefits, stock options
and awards, profit sharing, etc.
The proposed definition of ‘‘salary’’
does not set a specific formula for
determining salary. Because this is an
awards program, the method for
calculating salary can be determined by
the employer so long as that
determination is reasonable and applied
consistently across all employees. For
example, it might be reasonable for an
employer to determine an employee’s
salary by using the employee’s annual
salary associated with their job
description. It might also be reasonable
for an employer to determine an
employee’s salary by looking at an
employee’s average wages over the
course of several months prior to the
employee’s active duty. However, it
would likely be unreasonable for an
employer to use an employee’s wages
from a pay period in which the
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employee spent much of the pay period
on unpaid leave.
Temporary Worker: The proposed
definition of ‘‘temporary worker’’
provides additional clarity as to which
non-permanent employees are excluded
from the definition of employee. This
proposed definition states that
temporary workers are those who are
hired with the intention that they be
retained for less than a year and who
actually are retained for less than a year.
A worker retained for more than a year
is considered an employee for the
purposes of this regulation so long as
that worker meets the rest of the
requirements to qualify as an employee.
Veteran: The proposed definition of
‘‘veteran’’ is the statutory definition of
veteran in sec. 8(c) of the Act. VETS
recognizes that most employers
determine which employees are
veterans according to the employee’s
self-identification. VETS does not
expect employers to change these
practices in order to guarantee that
every employee who self-identifies as a
veteran meets the definition of veteran
set out in this proposed section and in
the Act. VETS’ primary concern is that
an employer applying for an award
informs VETS as accurately as it is
reasonably able to as to the number of
veterans that it employs.
Additionally, consistent with the
definition of veteran at 38 U.S.C. 101,
the term is limited to veterans of the
U.S. Armed Forces. Consequently,
veterans who served in foreign
militaries do not come within the
definition of veteran for the purpose of
determining whether an employer
qualifies for a HIRE Vets Medallion
Award.
VETS: This term is defined for clarity.
This term refers to the Veterans’
Employment Training Service of the
Department of Labor.
Section 1011.010: Who is eligible to
apply for a HIRE Vets Medallion
Award?
Proposed § 1011.010 defines the
entities that are eligible to apply for an
award. An employer that employs at
least one employee may qualify for an
award so long as the employer satisfies
all of the criteria and application
requirements under this part.
Section 1011.015: What are the different
types of the HIRE Vets Medallion
Awards?
Proposed § 1011.015 describes the
different types of HIRE Vets Medallion
Awards for which an employer may
apply.
Paragraph (a) describes the three
different employer size award
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categories. This paragraph implements
the language at secs. 3(b)(1)(A) & 3(b)(2)
of the Act, which define the employer
size requirements for each category of
award. Paragraph (a)(4) clarifies that the
correct category of award for which an
employer is eligible is determined by
the employer’s number of employees as
of December 31 of the year prior to the
year in which the employer applies for
a HIRE Vets Medallion Award. For the
purposes of this section, employee is
defined as described in § 1011.005.
Paragraph (b) establishes the different
levels of award within each category.
The Act provided for these levels for the
large employer awards in sec.
3(b)(1)(B)–(C). Sec. 3(b)(2) of the Act
also requires VETS to establish ‘‘similar
awards’’ for the small and medium
employers. Consequently, the proposed
regulations employ the gold and
platinum distinctions for the small and
medium employers.
Subpart B—Award Criteria
The proposed rule provides specific
award criteria for the large employer
gold and platinum awards. Although the
number of criteria an employer is
required to satisfy in the proposed rule
differs by award, the large employer
criteria established by statute are
generally incorporated across the large
employer, medium employer, and small
employer awards. Consequently, this
introduction to Subpart B will describe
the criteria generally. The preamble for
the specific award provisions at
proposed §§ 1011.100, 1011.105,
1011.110 will describe the extent to
which any of the criteria differ for the
purposes of a particular award.
Hiring Criterion: In sec. 3(b)(1)(B)(i),
the Act requires that veterans constitute
not less than 7 percent of all employees
hired during the prior calendar year for
the large employer gold award. Sec.
3(b)(1)(C)(ii) similarly establishes a 10
percent hiring requirement for a large
employer platinum award.
The Act is clear that employers
cannot satisfy this criterion by rounding
up. The percentage of employees hired
in the prior calendar year must be not
less than the required percentage.
Consequently, even if 6.99 percent of a
large employer’s new hires for the prior
calendar year were veterans, the
employer would not qualify for the large
employer gold award. Likewise, 9.99
percent would not qualify a large
employer for the large employer
platinum award.
Retention Criterion: The Act also
establishes a retention criterion for the
large employer awards. For the large
employer gold award, sec. 3(b)(1)(B)(ii)
of the Act requires employers to have
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retained not less than 75 percent of the
veteran employees hired during the
calendar year preceding the preceding
calendar year for a period of at least 12
months from the date on which the
employees were hired in order to be
eligible for the award. Sec. 3(b)(1)(C)(iii)
of the Act makes this an 85 percent
requirement for the large employer
platinum award.
This language is somewhat complex;
consequently, this preamble offers an
example of the application of this
criterion for an application that is
submitted in 2020 for a large employer
gold award. To satisfy the retention
criterion, the employer applying in 2020
will need to look at all of the veteran
employees it hired in 2018. If 75 percent
of those veteran employees hired in
2018 were retained for at least 12
months from the date of hire, then the
employer satisfies this criterion.
As with the hiring criterion, the
retention criterion contains the term
‘‘not less than.’’ Consequently, a
retention percentage of 74.99 would not
satisfy the large employer gold criterion,
and a retention percentage of 84.99
would not satisfy the large employer
platinum criterion.
Employee Veteran Organization or
Resource Group Criterion: Sec.
3(b)(1)(B)(iii) of the Act sets out a
criterion that requires employers to have
established an employee veteran
organization or resource group to assist
new veteran employees with
integration, including coaching and
mentoring. Per the language of the
statute, this must be a distinct
organization or group. Although
admirable, an employer would not
satisfy this criterion if the employer
provided coaching and mentoring to
veteran employees but did so without
having established an organization or
group. Additionally, the organization or
group must still be in existence as of
December 31 of the year prior to the
calendar year in which the employer
applies for the award. For example, if an
employer applies for an award in 2020,
the organization or group must still be
in existence on December 31, 2019.
Leadership Program Criterion: The
Act also sets out a leadership program
criterion at sec. 3(b)(1)(B)(iv). To satisfy
the leadership program criterion,
employers must have established
programs to enhance the leadership
skills of veteran employees during their
employment. A leadership program
does not need to be provided
exclusively to veterans in order to
satisfy this criterion. For example, an
employer could satisfy this criterion by
offering a program to enhance
leadership skills to all employees as
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long as veteran employees may
participate. The primary concern for
this criterion is that veterans have the
opportunity to enhance their leadership
skills and not that such programs only
benefit veterans.
As with the employee veteran
organization or resource group criterion,
the leadership program must be in
existence as of December 31, of the year
prior to the calendar year in which the
employer applies for the award.
Human Resources Criteria: Sec.
3(b)(1)(C)(iv) of the Act establishes a
criterion related to human resources
support for veterans. Unlike the
previous criteria, the human resources
requirements vary based on the size of
employer. Requirements for the human
resources criteria are discussed in
additional detail in the introduction to
the small employer and medium
employer award criteria.
Pay Differential Criterion: The Act
also sets out a pay differential criterion
in sec. 3(b)(1)(C)(v). To satisfy this
criterion, employers must provide each
of its employees serving on active duty
in the United States National Guard or
Reserve with compensation sufficient,
in combination with the employee’s
active duty pay, to achieve a combined
level of income commensurate with the
employee’s salary prior to undertaking
active duty. This criterion contains a
couple of key terms—active duty and
salary—that are defined in proposed
§ 1011.005 and explained in the
corresponding definitions preamble
text.
Additionally, VETS requests
comments on whether to establish a
minimum amount of time that an
employer must provide the pay
differential in order to satisfy the
criterion. Currently, the proposed
regulation offers no minimum, which
means that the employer must provide
the differential for as long as the
employee is on active duty.
Tuition Assistance Program Criterion:
Finally, the Act at sec. 3(b)(1)(C)(vi)
includes a criterion that requires an
employer to establish a tuition
assistance program to support veteran
employees’ attendance in postsecondary education during the term of
their employment. As with the
leadership program criterion, this
benefit need not be exclusively for
veteran employees as long as veteran
employees are able to benefit from it.
Additionally, this assistance may take
many forms, including financial
assistance, leave assistance, or discounts
on postsecondary education.
Postsecondary education is defined in
§ 1011.005.
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Other Criteria: In addition to the
criteria established by the Act for large
employers, sec. 3(b)(1)(E) permits the
VETS to establish additional criteria. As
discussed in the preamble for proposed
§ 1011.120, VETS has established an
additional criterion regarding veteranspecific labor violations. VETS requests
comments on what other criteria it
should establish, such as criteria
connecting employers to the workforce
development system.
Section 1011.100: What are the criteria
for the large employer HIRE Vets
Medallion Award?
Proposed § 1011.100 sets out the
criteria for the large employer awards as
established in sec. 3(b)(1)(B)–(C) of the
Act. These criteria are described in
greater detail in the introduction to this
subpart.
Paragraph (a)(1) implements sec.
3(b)(1)(A) of the Act, which states the
size requirements for the large employer
award.
Paragraph (a)(2) includes the
criterion, further explained in proposed
§ 1011.120, that employers are not
eligible for an award if they have
violated certain labor protections.
Paragraphs (a)(3)–(6) implement the
additional criteria for the large employer
gold award at sec. 3(b)(1)(B) of the Act.
Paragraph (b) sets out the
requirements for the large employer
platinum award.
As with paragraph (a)(1), paragraph
(b)(1) implements sec. 3(b)(1)(A) of the
Act, which states the size requirements
for the large employer award.
Paragraph (b)(2), as with paragraph
(a)(2), includes the criterion, further
explained in proposed § 1011.120, that
employers are not eligible for an award
if they have violated certain labor
protections.
Paragraphs (b)(3)–(b)(6) set out the
large employer gold criteria in section
3(b)(1)(B) of the Act that also apply to
the large employer platinum criteria per
sec. 3(b)(1)(C)(i).
Paragraph (b)(7) implements the
dedicated human resources professional
criterion at sec. 3(b)(1)(C)(iv) of the Act.
‘‘Dedicated human resources
professional’’ is further explained in
proposed § 1011.005 (the definitions
section) and the accompanying
preamble text. Additionally, as further
explained in proposed § 1011.115, there
is an exemption for employers with
5,000 or fewer employees.
Paragraphs (b)(8) and (b)(9) set out the
criteria at sec. 3(b)(1)(C)(v)–(vi) of the
Act.
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Small and Medium Employer Awards
Sec. 3(b)(2) of the HIRE Vets Act
authorizes VETS to establish criteria for
small and medium employers. In
examining which criteria should apply
to the awards for small and medium
employers, this proposed rule attempts
to balance two sometimes conflicting
objectives. First, this rule seeks to
ensure simplicity by keeping unique
criteria for which employers must
familiarize themselves to a minimum.
Second, the proposed rule attempts to
take into account the potentially
different structures and resources of
small and medium employers.
In balancing these objectives, the
proposed rule adopts most of the large
employer criteria for the small and
medium employer awards, but the
criteria for small and medium
employers differ in three fundamental
ways.
First, instead of requiring the small
and medium employers to meet all of
the criteria outlined for the large
employers, the criteria for the small and
medium employers include more
options and alternatives. For example,
employers applying for the small
platinum award need only have two of
the five forms of integration assistance
identified for the large employer
platinum award. Likewise, instead of
needing to meet both the hiring criterion
and the retention criterion, small and
medium employers must meet either the
hiring criterion or a criterion that
includes retention and veteran
employee percentage.
The second major difference is the
inclusion of this ‘‘veteran employee
percentage’’ criterion for the small and
medium employers. For small and
medium employers who might not meet
the hiring criterion, they may qualify for
an award if they meet the retention
requirements and if a certain percentage
(7 percent for the gold and 10 percent
for the platinum) of the employer’s
employees during the last year were
veterans. The proposed rule includes
this option to allow small and medium
employers who did not hire last year,
but demonstrated their commitment to
veteran employment by hiring the year
before, to receive a medallion for their
longer term veteran hiring efforts.
This proposed veteran employee
percentage criterion is required in
addition to the retention criterion to
ensure that the employer has provided
a commitment to veteran employment.
Because small and medium employers
have the choice between meeting the
hiring criterion or the retention
criterion, if the percentage of veteran
employees criterion was not added to
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the retention criterion, an employer
with 499 employees could qualify for an
award even if it only had a single
veteran employee (so long as it had
hired that veteran employee two years
ago and had retained that veteran
employee for at least twelve months).
The addition of the veteran employee
percentage criterion ensures employers
are making substantive efforts to employ
veterans even if they do not meet the
hiring criterion. The veteran employee
percentage criterion uses 7 percent as
the minimum requirement for the gold
award and 10 percent for the platinum.
These percentages were selected to
reflect the requirements of the hiring
criterion. VETS requests comments on
whether a small or medium employer
that meets the other criteria but does not
meet the hiring or retention criteria
should receive an award if that
employer meets the veteran employee
percentage test. The Department also
requests comments on whether
percentages other than 7 and 10 should
be used for this criterion.
The proposed rule also establishes
that to measure this veteran employee
percentage criterion, an employer must
use a snapshot analysis of what
percentage of its employees were
veterans on December 31 of the year
prior to the year in which the employer
applies for the award. VETS also
requests comments on whether a
snapshot on December 31 is an
appropriate way to measure this
criterion.
Finally, the human resources criterion
for small and medium employer awards
differs from the human resources
criterion for the large employer awards.
Small and medium employers often do
not have the same human resource
support as large employers.
Consequently, under this proposed rule,
small and medium employers are
instead required to meet a similar
requirement of providing hiring,
training, and retention services for
veteran employees. This is further
described in the definition of ‘‘human
resources veterans’ initiative’’ at
proposed § 1011.005.
Section 1011.105: What are the criteria
for the medium employer HIRE Vets
Medallion Award?
Proposed § 1011.105 sets out the
criteria for the medium employer gold
and platinum awards. Paragraph (a)
contains the requirements for the
medium employer gold award and
paragraph (b) contains the requirements
for the medium employer platinum
award.
Paragraph (a)(1) implements sec.
3(b)(2)(B) of the Act, which states that
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the medium employer award is for
employers with more than 50 but fewer
than 500 employees.
Paragraph (a)(2) includes the
criterion, further explained in proposed
§ 1011.120, that employers are not
eligible for an award if they have
violated certain labor protections.
Paragraph (a)(3) sets out a criterion
with two alternatives. To satisfy this
criterion, employers must meet at least
one of the two alternative criteria: The
hiring criterion or the retention plus
veteran employee percentage criterion.
So long as the employer meets at least
one of the two alternative criteria, it
need not meet the other.
Paragraph (a)(4) sets out another
criterion with alternatives. This
criterion is similar to the large employer
gold award criteria in that it includes
both forms of integration assistance
included in the large employer gold
award. However, unlike with the large
employer gold award, medium
employers applying for the gold award
need only have one of the two forms of
integration assistance: Either an
employee veteran organization/resource
group or a leadership program; the
medium employer need not have both to
satisfy this criterion. However, VETS
requests comments as to rather the
employer should be required to meet
both of these requirements for the
medium employer gold award.
Paragraphs (b)(1)–(5) set out the
requirements for the medium employer
platinum award. Paragraphs (b)(1)–(3)
are the same requirements that
paragraphs (a)(1)–(3) establish for the
medium employer gold award.
However, the percentages in paragraph
(b)(3) are higher than those at (a)(3) to
reflect the higher standard to which
platinum applicants will be held.
Paragraph (b)(4) is similar to the
medium employer gold integration
assistance requirements in paragraph
(a)(4). However, paragraph (b)(4)
requires the employer to have both an
employee veteran organization/resource
group and a leadership program. This
difference also reflects the fact that
recipients of the platinum awards
should be held to a higher standard.
Paragraph (b)(5) is an additional
requirement that distinguishes the
medium employer platinum award from
the medium employer gold award.
Paragraph (b)(5) requires that applicants
for the medium employer platinum
award must also offer one of the forms
of integration assistance required for the
large employer platinum award. By
allowing applicants for the medium
employer platinum award to choose
between the various forms of integration
assistance that qualify an employer for
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the large employer platinum award, the
proposed rule recognizes that medium
employers will likely not have as many
resources as large employers. However,
by still requiring applicants for the
medium employer platinum award to
provide at least one of these forms of
integration assistance, the proposed rule
ensures that the prestige of the medium
employer platinum award is
commensurate with that of the large
employer platinum award.
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Section 1011.110: What are the criteria
for the small employer HIRE Vets
Medallion Award?
Proposed § 1011.110 sets out the
criteria for the small employer gold and
platinum awards. Paragraph (a) contains
the requirements for the small employer
gold award and paragraph (b) contains
the requirements for the small employer
platinum award.
Paragraph (a)(1) implements sec.
3(b)(2)(A) of the Act, which states that
the small employer award is for
employers with 50 or fewer employees.
Paragraph (a)(2) includes the
criterion, further explained in
§ 1011.120, that employers are not
eligible for an award if they have
violated certain labor protections.
Paragraph (a)(3) sets out a criterion
with two alternatives. To satisfy this
criterion, employers must meet at least
one of the two alternative criteria: The
hiring criteria or the retention plus
veteran employee percentage criteria. So
long as the employer meets at least one
of the two alternative criteria, it need
not meet the other.
Paragraphs (b)(1)–(4) set out the
requirements for the small employer
platinum award.
Paragraphs (b)(1)–(3) are the same
requirements that paragraphs (a)(1)–(3)
establish for the small employer gold
award. However, the percentages in
paragraph (b)(3) are higher than those at
(a)(3) to reflect the higher standard to
which platinum applicants will be held.
Paragraph (b)(4) is an additional
requirement that distinguishes the small
employer platinum award from the
small employer gold award. This
criterion requires that an employer have
at least two of the five forms of
integration assistance identified for the
large employer platinum award. This
proposal allows small employers to
have additional flexibility in recognition
of the differences in their resources and
structure from large employers while
also ensuring that recipients of the
platinum award are held to a high
standard in providing support for their
veteran employees.
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Section 1011.115: Is there an exemption
for certain large employers from the
dedicated human resources professional
criterion for the large employer
platinum HIRE Vets Medallion Award?
Proposed § 1011.115 implements sec.
3(b)(1)(D) of the Act, which provides an
exemption for large employers who
employ 5,000 or fewer employees from
needing to satisfy the full-time
dedicated human resources professional
criterion for the large employer
platinum award that is set out in
§ 1011.100(b)(7) of this proposed rule.
For additional information on how this
regulation defines ‘‘dedicated human
resources professional,’’ please see the
definitions section of this proposed rule
at § 1011.005 and accompanying
preamble.
Section 1011.120: Under what
circumstances will VETS find an
employer ineligible to receive a HIRE
Vets Medallion Award for a violation of
labor law?
Proposed § 1011.120 outlines the
circumstances that would disqualify or
delay an employer from receiving a
HIRE Vets Medallion Award. The HIRE
Vets Medallion Award recognizes those
employers that recruit, employ, and
retain veterans. Consistent with this
goal, VETS proposes to disqualify from
consideration those employers that have
incurred violations under labor laws
protecting veterans as administered by,
or in conjunction with, VETS and the
Office of Federal Contract Compliance
Programs (OFCCP). Additionally, VETS
proposes that employers debarred from
holding federal contracts pursuant to
the laws identified in this section would
also be ineligible for the duration of the
debarment, as would employers that,
pursuant to the laws identified in this
section, have had contracts terminated
within a specified period of time prior
to the issuance of an award. Finally,
§ 1011.120 would provide VETS with
the discretion to delay the issuance of
an award if it has information indicating
that a significant violation of one of
these laws has occurred that could lead
to one of the disqualifying events
discussed above.
Proposed paragraph (a) of this section
provides that any employer with an
adverse labor law decision, stipulated
agreement, contract debarment, or
contract termination (as defined in
proposed paragraphs (b) through (e) of
this section), pursuant to specifically
enumerated laws administered by
VETS, will not be eligible to receive an
award. The proposed list of specifically
enumerated laws includes the
following:
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• Uniform Services Employment and
Reemployment Rights Act (USERRA);
• Vietnam Era Veterans’
Readjustment Assistance Act, as
amended (VEVRAA).
An adverse labor law decision is
defined in proposed paragraph (b) of
this section as a civil or criminal court
judgment, a final administrative merits
determination of an administrative
adjudicative board or commission, or a
decision of an administrative law judge
or other administrative judge that is not
appealed and that becomes the final
agency action. The term ‘‘civil or
criminal court judgment’’ is intended to
include any final judgment of a trial
court or appellate court level that has
not been overturned at the time the
award is to be issued. The proposed
paragraph (b) goes on to establish a
timeframe within which such decisions
would render an employer ineligible for
an award: A decision issued in the
calendar year prior to the year in which
applications are solicited; or in the
calendar year in which applications are
solicited, up until the issuance of the
award.
A stipulated agreement that would
disqualify an employer from receiving
an award is defined in proposed
paragraph (c) of this section. This
definition includes any agreement,
including a settlement agreement,
conciliation, agreement, consent decree,
or other similar document, which
contains an admission that the employer
violated any of the laws outlined in
paragraph (a). An agreement that states
that it does not constitute evidence or
admission of wrongdoing would not fall
under this definition. As with paragraph
(b), this proposed paragraph also sets
forth that any such agreement that was
entered into in the calendar year prior
to the year in which applications are
solicited, or in the calendar year in
which applications are solicited up
until the issuance of the award, would
render the employer ineligible for an
award. VETS seeks comments on
whether certain violations of these laws
should not result in disqualification.
Proposed paragraphs (d) and (e)
define the terms ‘‘contract debarment’’
and ‘‘contract termination,’’
respectively. They cover debarments or
terminations of federal contracts
effected through an order or voluntary
agreement pursuant to any of the laws
listed in proposed paragraph (a).
Accordingly, as proposed, these
definitions would not cover employers
whose federal contracts were debarred
or terminated pursuant to laws other
than those identified in paragraph (a).
Proposed paragraph (e) clarifies that, for
contract terminations, the same
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ineligibility timeframe as in paragraphs
(b) and (c) applies—a termination that
occurred in the calendar year prior to
the year in which applications are
solicited, or in the calendar year in
which applications are solicited up
until the issuance of the award. For
debarments, proposed paragraph (d) sets
forth that an employer will be ineligible
for the duration of time the debarment
is in effect, regardless of when it was
first entered.
Proposed paragraph (f) states that,
even in the absence of the specific
triggering events in proposed
paragraphs (b) through (e), if VETS has
credible information indicating that a
significant violation of one of the laws
in paragraph (a) may have occurred that
could potentially result in one of the
triggering events requiring
disqualification, VETS retains the
discretion to delay granting an award.
VETS specifically requests comments
on several provisions of this section.
First, VETS seeks comments on whether
to expand the list to include additional
laws administered by, or in conjunction
with, the Department, such as the Fair
Labor Standards Act; the Occupational
Safety and Health Act of 1970 (OSHA);
or the Mine Safety and Health Act. The
proposed language is limited to laws
that provide labor protections specific to
veterans because the focus of this rule
is on the hiring and retention of
veterans.
Second, VETS is specifically
interested in comments on the proposed
basis for disqualifying an employer from
receiving an award, including the scope
of the definitions set forth in paragraphs
(b) through (e), whether additional
disqualifying events should be added,
and whether the stated timeframes in
which one of these triggering events will
disqualify an employer should be
adjusted. Third, VETS seeks comments
on whether it should consider the
nature of the violation (e.g., the
magnitude of the violation; whether an
applicant committed more than one
violation during the relevant time
period) as a factor in whether a violation
is disqualifying. Fourth, VETS requests
specific comment as to whether contract
debarments under additional laws
should disqualify an employer from
receiving an award. VETS notes that
changes to the labor violations included
in this section will impact the cost of
the program and, therefore, the
application fees. A dramatic increase in
the number of violations triggering
disqualification would likely result in a
noticeable increase to the application
fees. Finally, with regard to proposed
paragraph (f), VETS seeks comments on
whether it is advisable to delay awards
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in those circumstances where it has
information suggesting a significant
violation may have occurred, whether
‘‘credible information suggesting a
significant violation’’ is an appropriate
standard, and/or whether a different
standard should be set.
Subpart C—Application Process
Section 1011.200: How will VETS
administer the HIRE Vets Medallion
Award process?
Proposed § 1011.200 implements the
requirements in sec. 2(b) of the Act
regarding the award application process.
Proposed § 1011.200 retains the
statutory language with minor
adjustments for context.
Section 1011.205: What is the timing of
the HIRE Vets Medallion Award
process?
Proposed § 1011.205 sets out the
timing for the awards.
The introductory paragraph
implements the language in sec. 3(a)(1)
of the Act and cross-references the
application cap section.
Paragraph (a) establishes a timeframe
for when an employer’s actions may
qualify it for an award. This language is
necessary in order to clarify what time
period the award covers and to make the
award process administratively feasible.
Additionally, this language is consistent
with the requirement in sec. 3(a)(2) of
the Act, which states that VETS shall
require the submission of information
from employers about efforts from the
calendar year prior to that in which the
award is to be awarded.
Paragraphs (b)–(e) reflect the statutory
language at sec. 2(c) of the Act but
paragraph (c) of § 1011.205 provides
additional clarity to employers about
when applications are due.
Paragraph (f) implements the statutory
language at sec. 2(c)(5) of the Act.
Additionally, paragraph (f) clarifies that
applicants who receive a denial will
also receive notice of the denial along
the same timeline as the award notices.
Section 1011.210: How often can an
employer receive the HIRE Vets
Medallion Award?
Proposed § 1011.210 repeats the
language in sec. 2(d) of the Act, which
sets limitations on how frequently an
employer is eligible to receive an award.
Section 1011.215: How will the
employer complete the application for
the HIRE Vets Medallion Award?
Proposed § 1011.215 describes the
application process and implements
requirements in sec. 3(a) of the HIRE
Vets Act.
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Paragraph (a) implements sec. 3(a)(2)
of the Act.
Paragraph (b) makes clear that VETS
may request information in addition to
information relevant to determining
whether an employer qualifies for an
award. VETS may collect other
information that might support the
awards program, such as success stories.
This paragraph is authorized under sec.
3(a)(2) of the Act, which authorizes
VETS to require applicants to provide
information in addition to information
governing eligibility for an award.
Paragraph (c) implements the
attestation requirement of sec. 3(a)(2) of
the Act and clarifies that the individual
providing the attestation can be an
equivalent official if an employer does
not have a chief executive officer or
chief human resources officer.
Paragraph (d) provides that the
application form will be made available
on the HIRE Vets Web site maintained
by VETS.
Paragraph (e) describes how
applicants can submit the application
form. VETS requires all applicants to
submit the completed application
electronically unless the applicant
requests a reasonable accommodation
under paragraph (f). Electronic
submittal is more efficient and less
costly to the applicant and to the agency
for processing.
Paragraph (f) describes how VETS
will provide a reasonable
accommodation to applicants.
Paragraph (g) provides that if an
employer’s application is deemed
incomplete, VETS will attempt to
contact the employer for the missing
information using the contact
information provided on the
application. Should the applicant not
respond within the timeframe provided,
the application will be deemed
incomplete and will be denied.
Section 1011.220: How will VETS verify
a HIRE Vets Medallion Award
application?
Proposed § 1011.220 implements the
requirements at sec. 3(a)(3) of the Act,
which require the Secretary to verify all
information provided in the
applications to the extent that such
information is relevant in determining
whether or not an employer should
receive an award or in determining the
appropriate level of award. The second
sentence of proposed § 1011.220
explains that this verification will be
conducted by reviewing the information
that the employer is required to submit
with the application. The application
will require that employers provide
information to show that they have met
the criteria for the awards and to attest
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to the veracity of that information. VETS
has narrowly tailored its request for
additional information to minimize the
cost of applying for the award and
because the requirement that the chief
executive officer, the chief human
resources officer, or an equivalent
official attest under penalty of perjury
that the information provided is
accurate will provide a strong deterrent
against false applications.
Section 1011.225: Under what
circumstances will VETS conduct
further review of an application?
Proposed § 1011.225 establishes that
VETS may conduct further review of an
application if VETS becomes aware of
facts that indicate the application might
have included incorrect information or
that the applicant is ineligible under
§ 1011.120. The proposed section
describes the circumstances under
which VETS will conduct this further
review. This is intended to ensure that
awards are only given to employers who
actually meet the award criteria. If VETS
initiates such review prior to issuing the
Award, VETS will not be required to
meet the timeline requirements in this
part.
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Section 1011.230: Under what
circumstances can VETS deny or revoke
an award?
Proposed § 1011.230 describes the
circumstances under which VETS can
deny or revoke an award. Paragraph (a)
applies before the receipt of an award,
and paragraph (b) applies after the
receipt of an award. Under both
paragraphs (a) and (b), VETS may either
deny or revoke an award, as applicable,
based on an employer’s failure to
provide documentation, VETS’
determination that the employer’s chief
executive officer, the chief human
resources officer, or an equivalent
official falsely attested to information
provided with an award application, or
the determination that an employer is
ineligible to receive an award pursuant
to § 1011.120. VETS notes that it can
deny or revoke an award for both
intentional and unintentional false
statements by an employer’s chief
executive officer, the chief human
resources officer, or an equivalent
official.
Paragraph (b)(4) states that VETS may
also revoke an award for violations of
the display restrictions at § 1011.405.
Paragraph (c) includes the
reconsideration process that will be
followed if VETS decides to deny or
revoke an award.
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Subpart D—Fees and Caps
Section 1011.300: What are the
application fees for the HIRE Vets
Medallion Award?
Proposed § 1011.300 sets out the
application fees for the HIRE Vets
Medallion Awards.
Paragraph (a) summarizes the
requirement in sec. 5(b) of the Act that
the Secretary must establish an
application fee that covers the cost of
the program.
Paragraph (b) explains that VETS
periodically will use the Implicit Price
Deflator for Gross Domestic Product
(GDP Price Deflator) published by the
U.S. Department of Commerce to adjust
the fee for inflation. The GDP Price
Deflator measures inflation by taking the
current prices of all domestic
production of final goods and services
in the U.S. economy (nominal GDP) and
converting it into constant-dollars to
measure the change in price levels. The
GDP includes the output from the entire
U.S. economy and will include any
changes in consumption or investment.
To capture the price increases that occur
year to year in the cost of material and
services, it will be necessary to escalate
the fee using the GDP Deflator, which
should capture the inflation occurring
in the economy.
Paragraph (b)(1) clarifies the process
VETS will use if it needs to make a
significant adjustment to the fee for any
reason other than inflation.
Paragraph (b)(2) provides that VETS
will round the fee to the nearest dollar.
VETS would do this for the
administrative ease of both the agency
and the applicants.
The fees identified in the paragraph
(b) table were reached by analyzing the
costs of the program and the amount of
review each application will require.
This analysis is discussed further in the
‘‘Application Fee’’ section of the
Regulatory Procedures section of this
preamble.
Paragraph (c) provides that fees will
be submitted by applicants under the
HIRE Vets Medallion Program using the
U.S. Treasury pay.gov system or an
equivalent system. Pay.gov provides a
proven, secure electronic payment
method that facilitates employers
paying the requisite fee to apply for the
award. Pay.gov (https://www.pay.gov)
will allow employers to make electronic
payments to the Federal government
using the Internet. Instructions for
making the application fee payment will
be included in the instructions for the
application form. This method of
payment provides an efficient and
effective method of receiving and
tracking fee payments for the Act.
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39379
Paragraph (d) provides that the
application fees are nonrefundable.
Section 1011.305: May VETS set a limit
on how many applications will be
accepted in a year?
Proposed § 1011.305 provides that
VETS may limit how many applications
it will accept in a given year. The
proposed rule includes this provision so
that VETS can prevent the system for
reviewing applications from being
overwhelmed by the number of
applications in the first few years of the
program. Should VETS decide to set a
limit for how many applications will be
accepted in a year, it will provide notice
in advance of the application
acceptance period on this number of
applications that will be accepted.
Subpart E—Design and Display
Section 1011.400: What does a
successful applicant receive?
Proposed § 1011.400 describes what
recipients of the HIRE Vets Medallion
Award will receive.
Paragraph (a) implements the
statutory language at sec. 3(c) of the Act.
Paragraph (b) explains that VETS will
create a digital image of the Medallion
for recipients to use. This provision is
proposed because recipients will likely
want to display the award on digital
platforms.
Section 1011.405: What are the
restrictions on display and use of the
HIRE Vets Medallion Award?
Proposed § 1011.405 implements sec.
4 of the Act.
Subpart F—Requests for
Reconsideration
Section 1011.500: What is the process to
request reconsideration of a denial or
revocation?
Proposed § 1011.500 describes the
reconsideration process applicants may
use to request reconsideration over the
denial of an award, the revocation of an
award, or the denial of a particular
award level. Because the
reconsideration process applies to a
voluntary award and because any
reconsideration process must be paid for
out of applicant fees, VETS has
proposed a simple and limited
reconsideration process to prevent a
complicated reconsideration process
from driving up the costs of the award
application fees.
Paragraph (a) describes the
circumstances under which an
applicant may request reconsideration
for a determination and the timeline for
that request. Paragraph (a) also clarifies
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Federal Register / Vol. 82, No. 159 / Friday, August 18, 2017 / Proposed Rules
where a request for reconsideration
must be submitted.
Paragraph (b) describes what an
employer must include in its request for
reconsideration.
Paragraph (c) states that VETS may
request additional evidence or
explanation from an employer
requesting reconsideration.
Paragraph (d) provides the timeline
for VETS to respond to a request for
reconsideration with a determination
about whether to grant or deny the
request.
Paragraph (e) states that no additional
Department review is available.
Therefore, no additional administrative
review is available anywhere in the
Department.
Subpart G—Record Retention
Section 1011.600: What are the record
retention requirements for the HIRE
Vets Medallion Award?
This section is necessary to protect
the integrity of the awards. VETS chose
a record retention period of two years to
provide sufficient time to examine any
issues that arise from applications while
not being unduly burdensome to
applicants.
Regulatory Procedures
Executive Orders 12866 and 13563:
Regulatory Planning and Review
mstockstill on DSK30JT082PROD with PROPOSALS
Introduction
Executive Order 13563 directs
agencies to propose or adopt a
regulation only upon a reasoned
determination that its benefits justify its
costs; tailor the regulation to impose the
least burden on society, consistent with
achieving the regulatory objectives; and
in choosing among alternative
regulatory approaches, select those
approaches that maximize net benefits.
Executive Order 13563 recognizes that
some benefits are difficult to quantify
and provides that, where appropriate
and permitted by law, agencies may
consider and discuss qualitatively
values that are difficult or impossible to
quantify, including equity, human
dignity, fairness, and distributive
impacts.
Under Executive Order 12866, the
Office of Management and Budget
(OMB) must determine whether a
regulatory action is significant and
therefore subject to the requirements of
that Executive Order and to review by
OMB. 58 FR 51735. Section 3(f) of
Executive Order 12866 defines a
‘‘significant regulatory action’’ as an
action that is likely to result in a rule
that: (1) Has an annual effect on the
economy of $100 million or more, or
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Jkt 241001
adversely affects in a material way a
sector of the economy, productivity,
competition, jobs, the environment,
public health or safety, or State, local or
tribal governments or communities (also
referred to as economically significant);
(2) creates serious inconsistency or
otherwise interferes with an action
taken or planned by another agency; (3)
materially alters the budgetary impacts
of entitlement grants, user fees, or loan
programs, or the rights and obligations
of recipients thereof; or (4) raises novel
legal or policy issues arising out of legal
mandates, the President’s priorities, or
the principles set forth in Executive
Order 12866. Id.
The Office of Management Budget did
not find rule significant under Executive
Order 12866 and, therefore, waived
review. We analyzed costs and benefits
of this rule using 2016 employment and
wage data from the Bureau of Labor
Statistics. The cost analysis uses a ten
year time horizon. This benefits analysis
is qualitative and appears at the end of
this section. Since the benefits analysis
is qualitative, there will be no analysis
of net benefits (benefits minus costs).
VETS’s estimates of costs are presented
as follows:
• Veteran employment and potential
eligibility for the award—Estimates how
many employers may meet the
application requirements of the award.
• Unit costs—Estimates the unit costs
of complying with the application
requirements of the award.
• Participation rates—Estimates how
many eligible employers will potentially
choose to apply for the award.
• Government costs—Estimates the
costs to the government for processing
the applications and the costs to
develop the system to support the
review and approval process.
• Total annualized costs—Estimates
the total annualized private and
government costs of the program.
Costs for this regulation are uncertain
due partly to the program being entirely
new with no obvious equivalents; VETS
cannot anticipate the number of
employers that will choose to
participate in the program. For this
reason, this analysis contains estimates
that are based on very limited data. This
is the first veteran hiring award
established by the Department to
recognize employers for their
accomplishments in recruiting,
retaining, and hiring veterans. VETS
welcomes comments on all of the
estimates provided below.
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Frm 00012
Fmt 4702
Sfmt 4702
Veteran Employment and Potential
Eligibility for the Award
As of 2016 there were 20.9 million
veterans,1 making up 10 percent of the
civilian non-institutionalized
population over the age of 18. While the
total number of veterans varies over
time, there are between 240,000 and
360,000 service members who leave
military service each year according to
a 2013 White House report.2 In 2016
there were 10 million veterans
employed according to data collected
from the Current Population Survey and
reported by the Bureau of Labor
Statistics (BLS) making up close to 7
percent of the U.S. employed
population.
The three leading industry sectors for
veteran employment are Manufacturing
(NAICS code 31–33), with 1.3 million
veterans; Wholesale and retail trade
(NAICS code 42, 44–45) with 1.1
million veterans; and Professional and
business services (NAICS code 54–56)
with 1.1 million veterans. Evaluating
veteran employment as a percentage of
total employment by industry highlights
the various industries where veterans
make up more than 7 percent of the
employed population. Based on the
data, it appears there are many
industries where a typical employer can
readily meet the basic criteria of hiring
7 percent or more veteran employees
while it may be more difficult in other
industries.
Veteran employment levels at the 3
digit NAICS level (industry subsectors)
were mapped to BLS data from the
Current Employment Survey to derive
veteran employment as a percentage of
total employees by NAICS code. The
results of this comparison are presented
in Table 1. A majority of private
industry subsectors have veteran
employment with 7 percent or higher;
the industries with the highest
percentages were the Petroleum and
coal products industry with 22.4
percent veteran employment, followed
by Utilities with 20.5 percent veteran
employment. The two industries with
the lowest percentage of veteran
employment are: Management of
companies and enterprises with 0.5
percent and Internet publishing and
broadcasting and web search portals
with 1.0 percent veteran employment.
Other industry sectors where the
percentage of veterans employed is
1 Bureau of Labor Statistics, U.S. Department of
Labor, Current Population Survey, 2016.
2 Watson, Ben, (2014) Veteran Unemployment
Rate Drops, But Still Outpaces the Rest of the
Country. www.defenceone.com, May 2,2014.
Retrieved from: https://www.defenseone.com/news/
2014/05/D1-Watson-veteran-unemployment-ratedrops-still-outpaces-rest-country/83692/.
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Federal Register / Vol. 82, No. 159 / Friday, August 18, 2017 / Proposed Rules
lower than the national average are
Healthcare and Social assistance sector
with 3.5 percent, and the
Accommodations and food services
sector with 1.6 percent veteran
employment. The concentration of
veteran employment in Utilities and
Manufacturing industries is a reflection
39381
of the type of military experience many
veterans offer when seeking jobs that
match their skill set.
TABLE 1—VETERAN EMPLOYMENT IN 2016
Veteran
employment 1
(in thousands)
mstockstill on DSK30JT082PROD with PROPOSALS
Industry
Total Employment ........................................................................................................................
Mining, quarrying, and oil and gas ..............................................................................................
Construction .................................................................................................................................
Manufacturing ..............................................................................................................................
Durable goods manufacturing .....................................................................................................
Nonmetallic mineral products ...............................................................................................
Primary metals and fabricated metal products ....................................................................
Machinery manufacturing .....................................................................................................
Computers and electronic products .....................................................................................
Electrical equipment and appliances ....................................................................................
Transportation equipment .....................................................................................................
Wood products .....................................................................................................................
Furniture and fixtures ...........................................................................................................
Miscellaneous manufacturing ...............................................................................................
Nondurable goods manufacturing ...............................................................................................
Food manufacturing ..............................................................................................................
Beverage and tobacco products ..........................................................................................
Textiles, apparel, and leather ...............................................................................................
Paper and printing ................................................................................................................
Petroleum and coal products ...............................................................................................
Chemicals .............................................................................................................................
Plastics and rubber products ................................................................................................
Wholesale and retail trade ...........................................................................................................
Wholesale trade ...........................................................................................................................
Retail trade ..................................................................................................................................
Transportation and utilities ..........................................................................................................
Transportation and warehousing .................................................................................................
Utilities .........................................................................................................................................
Information ...................................................................................................................................
Publishing, except Internet ..........................................................................................................
Motion pictures and sound recording industries .........................................................................
Radio and TV broadcasting and cable subscriptions programming ...........................................
Internet publishing and broadcasting and web search portals ...................................................
Telecommunications ....................................................................................................................
Data processing, hosting, and related services ..........................................................................
Libraries, archives, and other information services .....................................................................
Financial activities ........................................................................................................................
Finance and insurance ................................................................................................................
Finance .................................................................................................................................
Insurance ..............................................................................................................................
Real estate and rental and leasing .............................................................................................
Real estate ...........................................................................................................................
Rental and leasing services .................................................................................................
Professional and business services ............................................................................................
Professional and technical services ............................................................................................
Management, administrative, and waste services ......................................................................
Management of companies and enterprises ........................................................................
Administrative and support services ....................................................................................
Waste management and remediation services ....................................................................
Education and health services ....................................................................................................
Educational services ....................................................................................................................
Health care and social assistance ...............................................................................................
Hospitals ...............................................................................................................................
Health services, except hospitals .........................................................................................
Social assistance ..................................................................................................................
Leisure and hospitality .................................................................................................................
Arts, entertainment, and recreation .............................................................................................
Accommodation and food services .............................................................................................
Accommodation ....................................................................................................................
Food services and drinking places .......................................................................................
Other services ..............................................................................................................................
Other services, except private households .................................................................................
Repair and maintenance ......................................................................................................
Personal and laundry services .............................................................................................
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Frm 00013
Fmt 4702
Sfmt 4702
Total
employment 2
(in thousands)
10,129
92
588
1,285
898
39
156
125
113
30
269
34
28
103
387
92
26
23
76
25
106
38
1,090
260
830
753
638
114
180
15
13
42
2
96
10
2
496
309
174
135
187
146
41
1,092
658
433
11
384
38
826
161
664
266
322
76
344
128
216
49
167
351
337
150
68
151,423
626
6711
12,348
7,719
408
1,763
1,080
1,048
383
1,625
392
389
591.
4,629
1,554
233
371
818
112
811
699
21,687
5,867
15,820
5,546
4,989
556
2,772
730
420
269
201
795
300
59
8,285
6,142
3,559
2,583
2,143
1,559
583
20,136
8,877
11,259
2,241
8,613
405
22,616
3,560
19,056
5,025
10,396
3,636
15,620
2,235
13,386
1,947
11,439
5,685
4,961
1,289
1,445
E:\FR\FM\18AUP1.SGM
18AUP1
Percent of
veterans
employed
(%)
6.7
14.7
8.8
10.4
11.6
9.6
8.8
11.6
10.8
7.8
16.6
8.7
7.2
17.4
8.4
5.9
11.2
6.2
9.3
22.4
13.1
5.4
5.0
4.4
5.2
13.6
12.8
20.5
6.5
2.1
3.1
15.6
1.0
12.1
3.3
3.4
6.0
5.0
4.9
5.2
8.7
9.4
7.0
5.4
7.4
3.8
0.5
4.5
9.4
3.7
4.5
3.5
5.3
3.1
2.1
2.2
5.7
1.6
2.5
1.5
6.2
6.8
11.6
4.7
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Federal Register / Vol. 82, No. 159 / Friday, August 18, 2017 / Proposed Rules
TABLE 1—VETERAN EMPLOYMENT IN 2016—Continued
Veteran
employment 1
(in thousands)
Industry
Total
employment 2
(in thousands)
119
708
2,950
14,339
Membership associations and organizations .......................................................................
Government—Local 3 ...................................................................................................................
Percent of
veterans
employed
(%)
4.0
4.9
Source:
1 Bureau of Labor Statistics, Current Population Survey, 2016.
2 Bureau of Labor Statistics, Current Employment Statistics, 2016.
3 U.S. Census of Governments, 2012.
(See Spreadsheets, Exhibit X for all sources and derivation).
mstockstill on DSK30JT082PROD with PROPOSALS
The job posting site Indeed3 identified
five occupational categories where
veterans have the highest levels of
employment. These are: Transportation
and Material Moving, Installation
Maintenance and Repair, Protective
Service, Management, and Construction
and Extraction. Many veterans find the
skills and experience they developed
while in the military align better with
these occupations, making the transition
to a civilian job easier.3
Due to the fact the proposed award
program requires a fee, it was
determined that employers with less
than five employees, are relatively
unlikely to participate in the program
(although they are still eligible to apply
for the award if they choose). Very small
employers with less than 5 employees
will most likely not hire often or may
not choose to invest resources in actions
that would qualify them for the award
program, thus this analysis contains
three groupings of employer size: small
employers with 5 to 49 employees;
medium employers with 50 to 499
employees; and large employers with
over 500 employees. These groupings
were based on the availability of data in
the U.S. Census Bureau, 2014 Statistics
of U.S. Businesses (SUSB),4 which
closely approximates the definition of
small, medium and large employers in
the statute. The SUSB data showed a
total of 2,361,000 employers with more
than four employees. However, knowing
the percentage of veterans in an
industry’s work force does not indicate
how many employers in that industry
can meet the quantitative criteria for
receiving the award. For example, if 7
3 Culbertson, Daniel, (2016) A Deep Look at the
Data: How Are Veterans Doing in Today’s
Workforce? Indeed blog, November 10, 2016.
Retrieved from: https://blog.indeed.com/2016/11/10/
veterans-employment/.
4 U.S. Census Bureau, 2014. Statistics of U.S.
Businesses Annual Datasets by Establishment
Industry: U.S & States, NAICS, detailed
employment sizes. Accessed on 6/15/2017 at
https://www.census.gov/data/datasets/2014/econ/
susb/2014-susb.html.
Eligibility estimates by VETS. See text and
spreadsheets (exhibit X).
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percent of an industry’s workforce is
veterans there will be many employers
that are above and below this average in
any given year’s hiring. In order to
estimate the number of potentially
eligible employers (those meeting the
quantitative criteria) in an industry, we
need to be able to estimate the effects of
turnover on the ability to meet retention
criteria, the percentage of employers
that hire 7 percent or more veterans, and
the percentage with 7 percent
employees in their current work forces.
VETS welcomes comments on the
estimates of veteran employment, and
the percentage of employers in
industries that meet or exceed the
proposed hiring criteria of 7 percent
veterans.
The effects of turnover on the ability
to meet retention criteria may be the
most difficult quantitative criteria to
estimate. Average separation rates
across all industries are such that if
veterans are typical of all workers, a 75
percent retention rate would be difficult
to meet.5 However, published
separation rates include seasonal and
temporary employments, which are
excluded under the definition of
‘‘employee’’ and subsequently from the
calculation of retention rates in this
proposed rule. Absent more detailed
data, VETS assumes that half of the
employers able to meet a 7 percent
hiring rate will not be able to meet a
requirement for 75 percent retention.
VETS welcomes comments on the
estimates of employment turn over, and
the percentage of employers in
industries able to meet the retention
criteria.
For this analysis, if we make the
simplifying assumptions that the
percentage of veterans currently in the
workforce are typical of available new
hires in an industry, and that each new
hire and each employee have an equal
chance of being a veteran, then we can
use the binomial distribution to estimate
5 Bureau of Labor Statistics (BLS) Job Openings
and Labor Turnover (2017). News Release; For
release 10:00 a.m. (EDT), July 11, 2017 https://
www.bls.gov/news.release/pdf/jolts.pdf.
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the probability that an employer has
more than 7 percent veterans among
new hires or more than 7 percent
veterans among existing employees. The
binomial distribution is designed to
calculate the probability that 7 percent
or more employees in a set of employees
are veterans given the probability of an
event (whether a given new hire or
employee is a veteran). The application
of the binomial distribution requires
estimates of the number of new hires
per year and the number of employees.
For this purpose, VETS used U.S.
Census Bureau, 2014 Statistics of U.S.
Businesses (SUSB) 6 data on the number
of employers and employees for small
employers, medium employers and
large employers. These averages of new
hires were 13 employees per employer
for small employers, 123 employees per
employer for medium employers and
3,000 employees per employer for large
employers. VETS estimated that these
employers would hire 25 percent of
their workforce in any given year. The
SUSB data shows a total of 2,311,602
employers with more than four
employees. Of these, VETS estimates
that 424,952, or 18 percent of all
employers in the size range, would be
potentially eligible for the program.
The complete formulas for the
probability calculation are given in the
spread sheets (Docket exhibit X). There
are four probabilities needed for these
calculations:
PH = probability more than 7 percent of
new hires are veterans;
PE = the probability that more than 7
percent of employees are veterans;
PR = the probability that 75 percent of
veteran hires are retained
(estimated to be .5 in all cases); and
6 U.S. Census Bureau, 2014. Statistics of U.S.
Businesses Annual Datasets by Establishment
Industry: U.S & States, NAICS, detailed
employment sizes. Accessed on 6/15/2017 at
https://www.census.gov/data/datasets/2014/econ/
susb/2014-susb.html.
Eligibility estimates by VETS. See text and
spreadsheets (exhibit X).
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Federal Register / Vol. 82, No. 159 / Friday, August 18, 2017 / Proposed Rules
PLYH = the probability that an
employer hired at least one veteran
in the year prior to the current year.
Given these probabilities the formula
used in the calculations for small and
medium employers is:
Total probability = PH + (1–
PH)*PE*PLYH*PR
Total Probability = PH +
(1¥PH)*PLYH*PR
For large employers, the formula is
somewhat simpler:
Table 2 shows the results for the
estimate of potentially eligible
employers by size class and industry.
TABLE 2—ESTIMATE OF ELIGIBLE EMPLOYERS
Potentially eligible employers
Total
employers
(5+)
Industry
Small
employers
(5–49)
Medium
employers
(50–499)
Large
employers
(500+)
Total
2,837
9,350
204,561
6,136
35,064
14,706
7,439
3,359
6,458
7,325
7,641
11,429
13,073
2,653
6,238
14,483
710
6,476
7,397
133,958
258,174
61,190
2,837
9,340
4,802
2,857
3,705
4,885
3,237
33,143
33,515
47,711
9,613
205,067
23,944
108,014
8,782
43,887
3,407
247,348
67,460
42,698
29,467
273,382
61,091
58,697
121,174
40,882
536
3,377
51,059
1,430
7,638
3,928
1,743
553
2,121
1,588
1,417
5,057
1,812
773
998
3,426
253
1,746
788
15,239
37,563
20,258
1,185
455
395
1,127
1,097
334
269
3,767
4,844
12,428
1,774
42,079
66
12,007
2,240
4,718
16
20,285
3,486
6,202
1,935
10,708
20,895
7,987
13,647
0
389
1,322
8,464
699
3,613
2,432
1,279
398
1,575
705
456
1,344
722
247
264
1,404
197
1,341
517
2,664
4,402
6,418
640
37
30
344
498
88
37
1,228
476
2,509
424
7,476
6
2,405
570
1,320
388
1,726
270
1,700
130
262
1,820
395
1,017
8,273
93
0
915
244
1,025
682
519
210
550
165
84
340
59
90
24
350
113
589
18
2
42
2,245
194
0
0
111
160
0
0
8
14
778
166
2,116
0
3
168
1
36
0
0
59
0
0
610
0
0
0
1,017
4,700
60,438
2,374
12,276
7,043
3,541
1,161
4,246
2,457
1,958
6,741
2,593
1,110
1,286
5,179
563
3,676
1,323
17,905
42,007
28,921
2,019
493
425
1,582
1,755
422
307
5,003
5,334
15,714
2,364
51,670
72
14,415
2,977
6,039
441
22,011
3,756
7,962
2,065
10,970
23,325
8,382
14,664
8,273
Total ..................................................................................................
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Forestry, logging, fishing, hunting, and trapping .....................................
Mining, quarrying, and oil and gas extraction .........................................
Construction .............................................................................................
Nonmetallic mineral products ..................................................................
Primary metals and fabricated metal products ........................................
Machinery manufacturing .........................................................................
Computers and electronic products .........................................................
Electrical equipment and appliances .......................................................
Transportation equipment ........................................................................
Wood products .........................................................................................
Furniture and fixtures ...............................................................................
Miscellaneous manufacturing ..................................................................
Food manufacturing .................................................................................
Beverage and tobacco products ..............................................................
Textiles, apparel, and leather ..................................................................
Paper and printing ...................................................................................
Petroleum and coal products ...................................................................
Chemicals ................................................................................................
Plastics and rubber products ...................................................................
Wholesale trade .......................................................................................
Retail trade ..............................................................................................
Transportation and warehousing .............................................................
Utilities .....................................................................................................
Publishing, except Internet ......................................................................
Motion pictures and sound recording industries ......................................
Radio and TV broadcasting and cable subscriptions programming .......
Telecommunications ................................................................................
Data processing, hosting, and related services ......................................
Libraries, archives, and other information services .................................
Finance ....................................................................................................
Insurance .................................................................................................
Real estate ...............................................................................................
Rental and leasing services .....................................................................
Professional and technical services ........................................................
Management of companies and enterprises ...........................................
Administrative and support services ........................................................
Waste management and remediation services .......................................
Educational services ................................................................................
Hospitals ..................................................................................................
Health services, except hospitals ............................................................
Social assistance .....................................................................................
Arts, entertainment, and recreation .........................................................
Accommodation .......................................................................................
Food services and drinking places ..........................................................
Repair and maintenance ..........................................................................
Personal and laundry services ................................................................
Membership associations and organizations ...........................................
Government—Local .................................................................................
2,311,602
337,247
74,922
12,784
424,952
Source: U.S. Census Bureau, 2014. Statistics of U.S. Businesses Annual Datasets by Establishment Industry: U.S & States, NAICS, detailed
employment sizes. Accessed on 6/15/2017 at https://www.census.gov/data/datasets/2014/econ/susb/2014-susb.html.
U.S. Census Bureau, 2012. Government Organization Summary Report: 2012. Accessed on 7/21/2017 at https://www2.census.gov/govs/cog/
g12_org.pdf.
Eligibility estimates by VETS.
See text and spreadsheets (Exhibit X).
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Unit Cost
Using the information provided in the
stakeholder meetings, and estimates
from similar analysis done by other
Department of Labor agencies, burden
costs were estimated by employer size
for each aspect of the application
process including rule familiarization,
collection, filling out the form, and
follow-up/requests for reconsideration.
VETS invites public comment on the
steps employers would have to take to
apply for the award program, how long
each step would take and who would be
involved in the process of applying for
the award.
Rule familiarization costs are
estimated to take one hour for all
employers regardless of size; this is
based on OSHA’s recordkeeping rule
updated in 2014.7 This activity would
typically be performed by a human
resources manager at a large or medium
size employer or by a person with
equivalent responsibilities at a small
employer. Using the data from the May
2016 BLS Occupational Employment
survey (OES), the mean hourly wage of
the human resources manager is $57.79.
For the purposes of this analysis, VETS
estimates a fully loaded wage rate,
including fringe benefits and overhead,
resulting in a doubling of the OES wage
rate.8 The total hourly wage being used
to estimate the cost of familiarization is
$115.58. The regulation is structured by
employer size which would not require
employers to consider all aspects of
eligibility but only those that pertain to
their size. For these reasons one hour
was estimated for rule familiarization of
the award program requirements of
eligibility and the application form
instructions.
The eligibility requirements for the
award program require that all
employers compile information needed
to fill out the application form and
retain the information for two years.
VETS estimated this would require 5
hours for large employers and 3 hours
for medium and small employers. Each
criterion for eligibility will have an
entry in the application form.
Information requested will include the
following: Employer address and other
identifying information, veteran
employment data, descriptions of the
relevant veteran programs, and
descriptions of the benefits offered to
veterans. These estimates are an average
7 Occupational Injury and Illness Recording and
Reporting Requirements: North American Industry
Classification System Update and Reporting
Revisions (docket number: OSHA–2010–0019–
0127).
8 The value of two is recommended by HHS in
HHS, Guidelines for Regulatory Analysis, 2016, p.
33.
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for the gold and platinum award
requirements. This activity will likely
be performed by human resource
specialists for a large or medium size
employer. Using the data from the May
2016 BLS Occupational Employment
survey (OES), the mean hourly wage of
the human resources specialist is
$31.20. Adding overhead and fringe
benefits, the fully loaded hourly wage
rate used to estimate the collection of
information is $62.40. For a small
employer, this activity is anticipated to
be done by a payroll and timekeeping
clerk, the mean hourly wage for this
position as reported by BLS is $20.95,
and adding the fringe benefits and
overhead results in an hourly wage of
$41.90.
Three hours of labor was estimated by
VETS for a medium and small employer
to compile information for the form, this
was determined based on the number of
award criteria, and due to human
resources staff in medium and small
employers being more familiar with the
day to day management of an employer.
At the stakeholder meetings held the
week of June 5, 2017, smaller employers
stated all the information needed to
apply would come directly from the
owner and would be easily obtained.
VETS estimated five hours for large
employers due to the additional
information required to match the
criteria for eligibility and the time for a
human resource manager to determine if
the programs offered by the employer
meet the regulation criteria. Larger
employers at the stakeholder meetings
provided a range of one to four days,
based on their past experience in
applying for other award programs such
as the Employer Support of the Guard
and Reserve (ESGR) Freedom Award.9
The application form for VETS’s award
program requires employers to provide
employment and descriptive
information for as many as seven fields
to as few as two fields depending on the
size of the employer and the award
level. This is less time consuming than
the information requested for the ESGR
Freedom Award. For these reasons, an
average of five hours was estimated for
large employers, and an average of three
hours was estimated for medium and
small employers to collect and retain
needed information.
Large and medium size employers are
expected to incur the cost for running a
query to identify the number of veterans
9 Employer Support of The Guard and Reserve
Freedom Award is given to employers who are
nominated to recognize those that support their
employees who serve in the Guard and Reserve.
There are up to 15 awards presented each year by
frim size and to the public sector. https://
www.freedomaward.mil/.
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hired and veterans retained for the years
requested on the application form. The
majority of large and medium employers
will have a database system for
managing their workforce; this system
typically includes the hire date and
various demographic information about
their employees. Running a query
specifically for this application form is
estimated to take two hours by a
database administrator at a large or
medium size employer according to
comments received from the stakeholder
meeting in early June of 2017. Using the
data from the May 2016 BLS
Occupational Employment survey
(OES), the mean wage of the database
administrator is $41.89. Adding
overhead and fringe benefits,10 the total
wage used to estimate the cost of this
task is $83.78. Small employers with
less than 50 employees typically do not
manage their workforce using a
database, and due to the closer
interactions among employees at small
employers, the payroll clerk would
know most of the employees
individually. Thus, a small employer
would not have a need to run a query.
Once the information has been
gathered by an employer, applicants
will need to enter the information in the
form and enter the payment information
needed on www.pay.gov; this was
estimated to take 2 hours for a large
employer, 1.5 hours for a medium
employer, and 1 hour for a small
employer. These burden estimates are
an average for the gold and platinum
award requirements. Large employers
are expected to take 2 hours due to the
additional criteria required to be eligible
for the award, this activity would be
done by a human resource specialist. A
medium employer is expected to take
1.5 hours because there are fewer
criteria than a large employer, this
activity would be done by a human
resource specialist. Using the data from
the May 2016 BLS Occupational
Employment survey (OES), the mean
wage of a human resource specialist is
$31.20. Adding overhead and fringe
benefits, the total wage used to estimate
the cost of this task is $62.40. A small
employer is estimated to take 1 hour
because there are fewer criteria than a
medium size employer. For a small
employer, a payroll and timekeeping
clerk would most likely perform this
task, with a mean hourly wage of $20.95
as reported in the BLS 2016 OES, with
10 Bureau of Labor Statistics (BLS) Occupational
Employment Statistics (OES) (2017). Fringe markup
is from the following BLS release: Employee Costs
for Employee Compensation news release text; For
release 10:00 a.m. (EDT), June 9, 2017. https://
www.bls.gov/news.release/pdf/ecec.pdf.
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added fringe benefits and overhead,
results in an hourly wage of $41.90.
The form requires the attestation of an
executive (CEO, CFO, or equivalent) that
the information on the form is accurate
and true. It is expected that this would
take 15 minutes for all employers
applying for the award and would most
likely require the executive to take the
time to review the form. For a large and
medium size employer, this activity will
be performed by an executive with a
mean hourly wage of $93.44 as reported
in the BLS 2016 OES, then adding fringe
benefits and overhead the hourly wage
for this task would be $186.88. At a
small employer where the executive
positions may not exist, this task may be
done by someone with equivalent
responsibilities and duties, such as the
owner. For the purposes of estimating
the cost of attestation for small
employers we are using the wage rate of
a human resource manager with a mean
hourly wage of $57.79 as reported in the
BLS 2016 OES, adding fringe benefits
and overhead results in a fully loaded
wage for this task of $115.58. For a
smaller employer, the position of a
general and operations manager would
be similar to the owner of the firm, the
mean hourly wage is $58.70 as reported
in the BLS 2016 OES, adding fringe
benefits and overhead results in a fully
loaded wage for this task of $117.40.
Following up on incomplete
applications is estimated to take 30
minutes for 5 percent of employers
applying, and a request for
reconsideration would take 30 minutes
for 1 percent of employers applying. At
a large and medium size employer,
following up on an application would
be done by the human resource
specialist with an hourly wage of $62.40
(including fringe benefits and
overhead), and a reconsideration would
be done by a human resource manager
with an hourly wage of $115.58
(including fringe benefits and
overhead). At a small employer, the
payroll clerk may likely follow up on an
application, with an hourly wage of
$41.90 (including fringe benefits and
overhead), and the human resource
manager equivalent would be involved
in a reconsideration of a denied
application, with an hourly wage of
$115.58 (including fringe benefits and
overhead). The majority of large and
medium employers have a human
resource staff which manage different
aspects of the workforce, or outsource
the managing of the database for
tracking the employer’s workforce over
time. As a result, large and medium
employers are expected to have the
same occupations involved in the
process of applying for the award, while
a different set of occupations were
identified for small employers which
typically do not have dedicated human
resource staff or a database
administrator.
TABLE 3—BURDEN COSTS BY EMPLOYER SIZE
Tasks by employer size
Resource
Large Employers:
Rule familiarization ..........................................
Data collection large employers ......................
Query report large employers .........................
Filling form, large employers ...........................
Executive signature .........................................
Follow up (assume 5 percent) .........................
Reconsideration if denied award (1 percent) ..
HR manager ...........................................
HR specialists .........................................
DB Administrators ..................................
HR specialists .........................................
Executive ................................................
HR specialists .........................................
HR manager ...........................................
$116
62
84
62
187
62
116
1.0
5.0
2.0
2.0
0.25
0.5
0.5
$116
312
168
125
47
31
58
.................................................................
........................
........................
857
HR manager ...........................................
HR specialists .........................................
DB Administrators ..................................
HR specialists .........................................
Executive ................................................
HR specialists .........................................
HR manager ...........................................
116
62
84
62
187
62
116
1.0
3.0
2.0
1.5
0.25
0.5
0.5
116
186
168
93
47
31
58
Average unit cost per employer ......................
Medium Employer Activities:
Rule familiarization ..........................................
Data collection medium employers .................
Query report medium employers .....................
Filling form medium employers .......................
Executive signature .........................................
Follow up (assume 5 percent) .........................
Reconsideration if denied award (1 percent) ..
Wage
Hours
Cost
Average unit cost per employer ......................
Small Employer Activities:
Rule familiarization ..........................................
Data collection small employers ......................
Filling form, small employers ...........................
Executive signature .........................................
Follow up (assume 5 percent) .........................
Reconsideration if denied award (1 percent) ..
.................................................................
........................
........................
699
HR manager ...........................................
Payroll and timekeeping clerks ..............
Payroll and timekeeping clerks ..............
HR manager ...........................................
Payroll and timekeeping clerks ..............
HR manager ...........................................
116
42
42
116
42
116
1.0
3.0
1.0
0.25
0.5
0.5
116
126
42
29
21
58
Average unit cost per employer ......................
.................................................................
........................
........................
392
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Source: Bureau of Labor Statistics, Occupational Employment Statistics 2016.
(See Spreadsheets, Exhibit X for all sources and derivation)
The burden estimates were mainly
driven by the duration of time expected
for each aspect of the application
process, and the type of occupation
identified as performing the various
activities for the employer size.
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Government Costs
The cost to the government involves
the intake, review, verification,
processing of the applications, and
notification/distribution of the award.
To efficiently process applications,
VETS will develop and maintain a
system to electronically receive, review
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applications to determine eligibility and
issue the awards. The cost for such a
system would include IT hardware and
software, IT maintenance, helpdesk
costs, and VETS program management
personnel costs. VETS has estimated
lifecycle costs. The estimated cost of
creating an application system and form
is approximately $933,100 which
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annualized over 10 years at a 3 percent
discount rate results in a cost of
$109,388 per year.
The business process for the intake,
review, and processing of applications
was estimated using average wage data
from BLS Occupation codes for each
phase including solicitation, application
processing, application review, award
notification, and reporting to Congress.
The cost to the government for
processing is estimated to be $2.6
million dollars per year based on 10,728
applications being processed per year.
As part of the business process there
will be costs associated with program
outreach, messaging, and notification of
award winners. This is estimated to cost
$245,086 annually. An outreach
specialist is estimated to spend 1,140
hours involved in these tasks. The
outreach specialists with an hourly
wage rate of $45.42 as reported by OPM
for a GS 13 in 2017; 11 plus fringe
benefits and overhead the hourly wage
for this task would be $90.84. These
tasks will also involve a program
manager spending 1,000 hours with an
hourly wage rate of $53.67 GS 14, plus
fringe benefits and overhead the hourly
wage would be $107.36. An IT specialist
GS 12 would also be involved in
supporting tasks with messaging and
recognition of award winners, spending
100 hours with an hourly wage of
$38.20, plus fringe benefits and
overhead the hourly wage would be
$76.40.
The application process will require
support from contractors to set up the
process, the receipt of the forms and the
processing of the applications; this is
estimated to cost $1,896,940 annually. A
program specialist will spend 200 hours
annually with a mean hourly wage rate
of $59.31 as reported in the BLS 2016
OES,12 plus fringe benefits and
overhead, would be $118.62. An IT
specialist will spend 40 hours to
support these activities with an hourly
wage rate of $42.25,13 plus fringe
benefits and overhead the hourly wage
is $84.50. The program manager14 is
estimated to spend 151 hours processing
applications, with an hourly wage rate
of $58.7, plus fringe benefits and
overhead the hourly wage is $117.40. A
Program specialist15 will perform the
bulk of the application review tasks, this
will total 18,569 hours with an hourly
wage rate of $35.99 plus fringe benefits
and overhead the hourly wage will be
$71.98. As part of the review process of
the applications, VETS will need to
verify applicants do not have adverse
labor law decisions, stipulated
agreements, contract debarments, or
contract terminations, against them
under the Uniform Services
Employment and Reemployment Rights
Act (USERRA); or the Vietnam Era
Veterans’ Readjustment Assistance Act
(VEVRAA).
This verification process will involve
VETS and the Office of Federal Contract
Compliance Programs (OFCCP)
checking their databases for award
applicants. VETS estimates it will take
each agency, OFCCP and VETS, an
average of 15 minutes per application
for this review. A GS -13 would perform
the check with a loaded hourly wage of
$90.84 and spend 13 minutes per
employer on the list, and a GS–15 with
a loaded hourly wage of $126.28 would
spend 2 minutes per employer on the
list verifying the findings in the initial
check. The IT process developed to
support this review will be maintained
by a contractor 16 spending 240 hours
with a loaded hourly wage of $84.50,
(hourly mean wage from BLS without
fringe benefits or overhead is $42.25).
The notification of the award will also
be executed by a contractor, and will
involve 50 hours of a program
manager’s 17 time with a loaded hourly
wage of $117.40, and 40 hours of a
program specialist 16 time with a loaded
hourly wage of $71.98.
The oversight of the contract for the
application processing will be done by
VETS personnel. This will take 312
hours of a program manager’s time (GS–
14) with a loaded hourly wage of
$107.36, and 120 hours of a program
specialist’s time (GS–13) with a loaded
hourly wage of $90.84.
The statute requires a report to
congress; this will be done by VETS
personnel, and will cost a total of
$10,406 dollars annually. This task will
take a program manager (GS–14) 80
hours with a loaded hourly wage of
$107.36 and another 20 hours of time
for a program specialist’s time (GS–13)
with a loaded hourly wage of $90.84.
VETS invites public comment on the
cost of developing a system to accept
and review applications.
11 OPM https://www.opm.gov/policy-dataoversight/pay-leave/salaries-wages/salary-tables/
pdf/2017/DCB_h.pdf.
12 BLS OES occupation code 11–2031 Public
Relations and Fundraising Managers.
13 BLS OES occupation code 15–0000 Computer
and Mathematical Occupations.
14 BLS OES occupation code 11–1021 General
and Operations Managers.
15 BLS OES occupation code 13–1199 Business
Operations Specialists.
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Application Fee
The HIRE Vets Act provides that the
Secretary may assess a reasonable fee on
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employers that apply for receipt of a
HIRE Vets Medallion Award and that
the amount of the fee must be sufficient
to cover the costs associated with
carrying out the HIRE Vets Act. The
proposed fee will cover the costs of
solicitation, processing applications,
vetting for violations, and award
notifications, as well as the maintenance
cost of the IT system used in the
processing of applications.
In processing the applications, VETS
will need to verify the information on
the form being submitted by employers.
Given that the number of criteria varies
by employer size, and will consequently
require additional review by VETS, the
fee will vary by employer size to reflect
the cost of reviewing additional criteria.
For example, the large employer
platinum award requires the applicant
to provide five types of integration
assistance. However, the small employer
platinum award only requires that the
applicant provide two types of
integration assistance. Consequently,
the large employer award will take
longer to review than the small
employer award.
In recognition of these differences in
the number of criteria and information
needing to be reviewed and verified as
part of processing awards, the fees will
be graduated to reflect the differences in
the amount of review VETS would need
to perform for large, medium, and small
employers. The proposed fee for large
employers is $495 per applicant, the
proposed fee for medium employers is
$190 per applicant, and the proposed
fee for small employers is $90 per
applicant, which covers the anticipated
cost to VETS for processing 4,152
applications in the first year. The fees
were estimated by taking the average
cost to VETS of $300 per application,
and multiplying it using factors of time
which reflect the added information
needed to review. Large employers
would take VETS 1.6 times longer than
the estimated average cost to process the
application, for medium employers it
would be 0.6 times the average cost, and
for small employers it would be 0.3
times the average costs. VETS invites
public comment on what is an
appropriate fee amount for employer
sizes, which will enable VETS to
recover costs as required.
16 BLS OES occupation code 15–0000 Computer
and Mathematical Occupations.
17 BLS OES occupation code 11–1021 General
and Operations Managers.
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TABLE 4—GOVERNMENT COSTS
Employers
Application processing
4,152
6,228
10,728
Solicitation ....................................................................................................................................
Receipt and Processing ...............................................................................................................
Violation Vetting by VETS and OFCCP ......................................................................................
Award Notification ........................................................................................................................
Contract Oversight .......................................................................................................................
IT Support and maintenance .......................................................................................................
Report to Congress .....................................................................................................................
$245,086
565,828
200,119
160,333
44,397
20,280
10,406
$245,086
823,693
299,335
236,118
44,397
20,280
10,406
$245,086
1,382,564
514,376
400,366
44,397
20,280
10,406
Total Processing Cost ..........................................................................................................
Average government cost per application ...................................................................................
Sunk Development Costs:
Development of Application System ....................................................................................
Application Form Development ............................................................................................
1,246,449
300
1,679,315
270
2,617,473
244
........................
........................
........................
........................
98,625
834,474
Total Development Costs ..............................................................................................
........................
........................
933,099
Source: OSHA, Directorate of Standards and Guidance, Office of Regulatory Analysis.
(See Spreadsheets, Exhibit X for all sources and derivation.)
Average cost per application = total processing cost/# of employer.
Participation and Costs per Year
CBO originally developed an estimate
that 4,000 employers would participate
in the program in the first year. This
estimate was based on the assumption
that only 2 percent of employers would
be potentially eligible and 25 percent of
medium and large employers potentially
eligible would apply for the program. In
CBO’s estimate, small employers were
excluded from being able to apply based
on an earlier version of the HIRE Vets
bill. If CBO had included small
employers in their estimate using the
same methodology the number of
employers applying would increase to
close to 50,000 employers.
As noted above, VETS, making use of
BLS veteran’ labor force participation
rate data, estimates that far more than 2
percent of employers that are eligible
may choose to participate. Due to the
lack of data for more accurate
participation rates, VETS assumes that
approximately 4,119 employers will
apply in the first year, but that this
would increase to 6,228 employers in
the second year and 10,728 per year in
succeeding years. Table 5 shows the
estimated participation rates by size
class for each year, and resulting
estimated costs of applications.
TABLE 5—ESTIMATED PARTICIPATION RATES AND NUMBERS OF APPLICANTS BY YEAR
1st Year
participation
rate
(%)
Size class
1st Year
number of
applicants
2nd Year
participation
rate
(%)
3rd Year
participation
rate
(%)
2nd Year
number of
applicants
3rd Year
number of
applicants
Small ............................................
Medium ........................................
Large ............................................
0.1
3.0
12.5
304
2,248
1,601
0.2
4.0
20.0
674
2,997
2,557
0.6
6.5
30
2,023
4,870
3,835
Total ......................................
NA
4,152
NA
6,228
NA
10,728
VETS Estimates (See Spreadsheets, Exhibit X for all sources and derivation)
Table 6 shows the result of
multiplying the employer unit costs of
applying for the award, developed in
the previous Unit Cost section, by the
number of anticipated participants to
obtain the costs by size class and total
application cost for each year. These
costs reflect the time and resources
incurred by the employer when
applying for the award program; this
includes all the tasks discussed in the
previous Unit Cost section.
TABLE 6—EMPLOYER APPLICATION COSTS BY YEAR
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Size class
1st Year costs
2nd Year costs
3rd Year costs
Small ..........................................................................................................................
Medium ......................................................................................................................
Large ..........................................................................................................................
$95,215
1,377,355
1,230,468
$211,589
1,836,473
1,965,603
$634,767
2,984,269
2,948,405
Total ....................................................................................................................
2,703,038
4,013,666
6,567,441
VETS Estimates, (See Spread Sheets, Exhibit X for all sources and derivation)
There are multiple factors which
would contribute to the participation
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rate of large, medium, and small
employers, such as the fee for applying,
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amount of outreach by VETS, and the
potential benefits received by the
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employers receiving the award. The
problem here is a classically difficult
one in economics—that of estimating
demand for new products. In this case,
we have little data and few comparable
products on which to base an estimate.
VETS is aware that the total costs are
dependent on the number of employers
that apply and the number could be
much lower or higher than VETS
baseline estimates.
At the stakeholder meetings, some
representatives from larger employers
stated their willingness to pay up to
several thousand dollars, while
representatives for smaller employers
didn’t specify a fee amount they would
be willing to pay. It would seem
reasonable to assume a fee of more than
several hundred dollars would
discourage many small employers from
applying. The total cost, burden plus
fees, is estimated to range from $404 for
small employers to $1,264 for large
employers. Depending on the success of
outreach and other messaging, these
efforts could attract more applicants
than CBO’s estimate. Over the long
term, employers will want to apply if
there are quantifiable benefits in the
form of increased revenue if this award
attracts more customers, and by
increasing the pool of veteran applicants
when they are hiring. These factors have
the potential of increasing the number
of participating employers to close to
50,000. Higher participation would
result in increased costs relative to the
overall cost burden and overall
government cost. However, considering
all costs, the program will most likely
not have costs in excess of $100 million
per year. Such costs would only occur
if 100 percent of potentially eligible
medium and large employers apply and
25 percent of potentially eligible small
employers apply every year.
VETS invites public comment on the
level or participation by industry and
employer size.
Total Annualized Costs
VETS estimated annualized costs to
employers for participation in this
award program over a 10 year period
using 3 percent and 7 percent discount
rates based on the costs of application
and costs to the government developed
above. These total costs are provided in
Table 7.
TABLE 7—TOTAL ANNUALIZED COSTS OF THE PROPOSED RULE
Annualized
costs at 3%
($)
Cost element
Annualized
costs at 7%
($)
First year
costs
(if different
from
annualized
costs)
($)
Costs for Preparing Applications .................................................................................................
Costs to Government of Processing Application (To be reimbursed through fees) ...................
Total Private Sector Costs, including Fees for Government Processing ....................................
Costs to Government for Developing System (Not reimbursed by fees) ...................................
5,845,415
2,357,854
8,203,269
109,388
5,735,649
2,318,462
8,054,111
132,852
2,703,038
1,246,449
3,949,487
933,099
Total ......................................................................................................................................
8,312,657
8,186,963
4,882,586
VETS Estimates (See Spreadsheets, Exhibit X for details)
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Alternatives
VETS considered alternative
quantitative criteria for small and
medium size employers. One alternative
would be to change the proposed
criteria for small and medium
employers that require applicants to
have both a retention rate of 75 percent
(for gold)/85 percent (for platinum) and
a veteran employee percentage of 7
percent (for gold)/10 percent (for
platinum). Instead, this first proposed
alternative criterion would drop the
veteran employee percentage
requirement. Keeping all the
participation rates the same, VETS
estimates that this change would
increase the number of potentially
eligible employers by 38 percent,
participation in the program by 19
percent, and would increase annualized
costs from approximately $8 million per
year to $11.9 million a year. This
alternative has the disadvantage that it
would allow employers who have not
recently achieved a 7 percent hiring goal
to win the award.
VETS also considered an option in
which small and medium employers
could qualify if they met either of the
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following: (1) 7 percent of the
employer’s new hires during the
previous year were veterans, or (2) if a
total of 7 percent of the employees it
hired over the last two years were
veterans and the employer retained 75
percent of those veterans hired in the
first year of that timeframe (previous
year of the previous year). This
alternative broadens the hiring
eligibility timeframe. This option also
slightly increases program eligibility but
it does so by significantly increasing
small employer eligibility while
lowering eligibility for medium
employers. VETS felt that this was not
a useful effect given medium employers
are more likely to participate in the
program.
VETS also examined an option in
which the only hiring/retention criteria
for small and medium size employers
would be that 7 percent of new hires
over the last two years are veterans
along with a 75 percent retention
criteria from the first of the two years
(previous year of the previous year).
Under this option, employers would no
longer be able to satisfy the hiring/
retention criterion solely by having 7
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percent of its new hires in the previous
year be veterans. This approach also
increased small employer eligibility at
the expense of decreasing medium
employers’ eligibility. Again, because of
expected high participation rates by
medium employers, VETS decided not
to adopt this alternative.
None of these estimates take into
account the cost savings to both the
private sector and the government of
this alternative. VETS is interested in
comments on these and other alternative
criteria for medium and small
employers.
Benefits
The main purpose of the medallion is
to recognize and award employers who
have not only recruited and retained
veterans for positions in their workforce
but also established employee
development programs for veterans and
offered benefits to improve retention.
The unemployment rate of veterans
trends lower than the civilian
unemployment rate, but regionally the
unemployment rate for veterans can
vary from a low of 1.8 percent in
Indiana to a high of 7.6 percent in the
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District of Columbia, as reported in the
March 2016 release of the Employment
Situation of Veterans by BLS. The
higher unemployment rate for veterans
can be attributed to the labor market in
the District of Columbia which is mostly
composed of professional and services
industry occupations where historically
there are lower employment rates for
veteran workers. These veterans are
experienced, mission focused,
responsible, independent, and capable
workers who often face difficulties
finding jobs that match their skills. In a
2016 Forbes article 18 highlighting
veterans issues as they adjusted to the
civilian workforce, the top challenges
reported for veterans are a lack of
training or education for the work, lack
of advancement opportunities, and
employers undervaluing their military
experience.
Employers will want to apply for the
award if there are quantifiable benefits
in the form of increased revenue
generated by attracting more or repeat
customers, or a better pool of veteran
applicants for jobs.
Many employers who seek out
veterans to hire have stated there are
many benefits in attracting veterans,
such as the experience they bring, more
focused attention, and the ability to
work independently.19 Employers who
attain the proposed award will be able
to market themselves as a veteran
friendly employer and be able to attract
more veterans for job openings.
VETS invites public comment
regarding the type of benefits an
employer who receives this award
would gain.
Regulatory Flexibility Certification
For regulatory flexibility purposes for
this rule, economic impacts are
considered significant in any given
sector if costs are greater than 1 percent
of revenues or 5 percent of profits. For
the purpose of determining impacts on
small employers, VETS considered costs
as a percentage of revenues and profits
by industry sector for employers with 5
to 500 employees. Table 8 shows the
minimum and maximum impacts for
each three digit sector within the twodigit sector shown. (Full impacts and
derivation are given in the spreadsheets,
Exhibit X). Table 8 shows that no
industry sector has costs in excess of 1
percent of revenues or 5 percent of
profits. Further it should be noted that
small employers are only subject to this
rule if they choose to apply for the
award. Thus no small business needs to
incur the costs unless they believe that
the benefits exceed the costs for them.
TABLE 8—ECONOMIC IMPACTS
Average
revenue per
establishment
NAICS
Title
11 .............
21 .............
22 .............
31–33 .......
42 .............
44–45 .......
48–49 .......
51 .............
52 .............
53 .............
54 .............
55 .............
56 .............
Agriculture, Forestry, Fishing, and Hunting ...................
Mining ............................................................................
Utilities ...........................................................................
Manufacturing ................................................................
Wholesale Trade ............................................................
Retail Trade ...................................................................
Transportation ................................................................
Information .....................................................................
Finance and Insurance ..................................................
Real Estate ....................................................................
Professional, Scientific, and Technical Services ...........
Management ..................................................................
Administrative and Support, Waste Management and
Remediation Services.
Educational Services .....................................................
Health Care ....................................................................
Arts, Entertainment, and Recreation .............................
Accommodation and Food Services ..............................
Other Services ...............................................................
61
62
71
72
81
.............
.............
.............
.............
.............
Average cost to revenues
Minimum
(%)
Maximum
(%)
Average cost to profits
Minimum
(%)
Maximum
(%)
4,244,996
13,371,157
21,521,736
10,225,679
20,024,426
3,928,643
5,700,083
4,990,489
5,367,956
4,371,291
2,986,458
2,306,072
2,727,336
0.009
0.002
0.003
0.002
0.002
0.005
0.004
0.009
0.007
0.007
0.020
0.026
0.018
0.026
0.009
0.003
0.021
0.006
0.042
0.039
0.020
0.019
0.025
0.020
0.026
0.030
0.176
0.068
*¥0.220
0.030
0.014
0.243
0.051
*¥0.165
0.015
0.038
0.517
0.131
0.426
0.844
0.068
*¥0.220
0.485
0.203
0.243
4.545
0.192
0.314
0.566
0.517
0.131
0.765
2,514,535
8,435,099
2,963,512
1,381,321
1,319,709
0.024
0.003
0.014
0.033
0.030
0.024
0.051
0.039
0.065
0.094
0.522
0.052
0.236
0.505
1.222
0.522
0.964
2.414
1.224
2.905
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Source: VETS based on data from IRS (U.S. Internal Revenue Service), 2013. Corporation SourceBook, 2013. https://www.irs.gov/uac/SOI-TaxStats-Corporation-Source-Book:-U.S.-Total-and-Sectors-Listing, Accessed by ERG, 2016.
U.S. Census Bureau, 2012. Statistics of U.S. Businesses Employment and Payroll Summary: 2012-Data by enterprise employment size,
Accessed on 7/11/2017 at https://www.census.gov/data/tables/2012/econ/susb/2012-susb-annual.html.
See Spreadsheets, Exhibit X, for full derivation.
*Negative profit rates reported for these industries.
As a result of these considerations,
per § 605 of the Regulatory Flexibility
Act, VETS certifies that this proposed
rule will not have a significant
economic impact on a substantial
number of small entities. VETS requests
comments on this certification.
18 Strauss, Karsten, (2016) How Veterans Adjust
To The Civilian Workforce, November 11th, 2016.
Retrieved from: https://www.forbes.com/sites/
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References
BLS, 2016. Current Population Survey.
Available at www.bls.gov/cps.
BLS, 2017. Job Openings And Labor
Turnover—July 11, 2017. Available at
https://www.bls.gov/news.release/pdf/
jolts.pdf.
BLS, 2017. Occupational Employment
Statistics. Fringe markup is from the
karstenstrauss/2016/11/11/how-veterans-adjust-tothe-civilian-workforce/2/#2d316ff8395d.
19 Military & Defense team, (2016) 10 Reasons
Companies Should Hire Military Veterans,
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Frm 00021
Fmt 4702
Sfmt 4702
following BLS release: Employee Costs
for Employee Compensation—June 9,
2017. Available at https://www.bls.gov/
news.release/pdf/ecec.pdf.
Culbertson, 2016. A Deep Look at the Data:
How Are Veterans Doing in Today’s
Workforce?. Indeed blog, November 10,
2016. From: https://blog.indeed.com/
2016/11/10/veterans-employment/.
November 11, 2016. Retrieved from: https://
www.businessinsider.com/reasons-companiesshould-hire-military-veterans-2016-11.
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VETS based on data from IRS (U.S. Internal
Revenue Service), 2013. Corporation
SourceBook, 2013. https://www.irs.gov/
uac/SOI-Tax-Stats-Corporation-SourceBook:-U.S.-Total-and-Sectors-Listing,
Accessed by ERG, 2016.
Fleishman, 2014. Hilton Helping Veterans
with Jobs, Free Hotel Stays. G.I. Money,
January 16, 2016. From: https://
gimoney.com/hilton-helping-veteransjobs-free-hotel-stays/.
HHS, 2016. Guidelines for Regulatory
Analysis. Page 33, available at https://
aspe.hhs.gov/system/files/pdf/242926/
HHS_RIAGuidance.pdf.
Military & Defense team, 2016. 10 Reasons
Companies Should Hire Military
Veterans, November 11, 2016. From:
https://www.businessinsider.com/
reasons-companies-should-hire-militaryveterans-2016-11.
Occupational Injury and Illness Recording
and Reporting Requirements: North
American Industry Classification System
Update and Reporting Revisions (docket
number: OSHA–2010–0019–0127).
Strauss, 2016. How Veterans Adjust To The
Civilian Workforce, November 11th,
2016. From: https://www.forbes.com/
sites/karstenstrauss/2016/11/11/howveterans-adjust-to-the-civilianworkforce/2/#2d316ff8395d.
Watson, 2014. Veteran Unemployment Rate
Drops, But Still Outpaces the Rest of the
Country. www.defenceone.com, May 2,
2014. From: https://
www.defenseone.com/news/2014/05/D1Watson-veteran-unemployment-ratedrops-still-outpaces-rest-country/83692/.
U.S. Census Bureau, 2014. Statistics of U.S.
Businesses Annual Datasets by
Establishment Industry: U.S & States,
NAICS, detailed employment sizes.
Accessed on 6/15/2017 at https://
www.census.gov/data/datasets/2014/
econ/susb/2014-susb.html. Eligibility
estimates by VETS. See text and
spreadsheets (exhibit X).
mstockstill on DSK30JT082PROD with PROPOSALS
Paperwork Reduction Act
Overview
The proposed regulations contain
collections of information (paperwork)
requirements that are subject to review
by the Office of Management and
Budget (OMB). The Paperwork
Reduction Act of 1995 (PRA), 44 U.S.C.
3501 et seq., and its implementing
regulations, 5 CFR part 1320, require
that VETS consider the impact of
paperwork and other information
collection burdens imposed on the
public. A Federal agency generally
cannot conduct or sponsor a collection
of information, and the public is
generally not required to respond to an
information collection, unless it is
approved by OMB under the PRA and
displays a currently valid OMB Control
Number. In addition, notwithstanding
any other provisions of law, no person
may generally be subject to penalty for
failing to comply with a collection of
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information that does not display a
valid Control Number. See 5 CFR
1320.5(a) and 1320.6.
Solicitation of Comments
VETS prepared and submitted an
Information Collection Request (ICR) for
the collections of information contained
in the proposed regulations and the
HIRE Vets Medallion Award application
to OMB for review in accordance with
44 U.S.C. 3507(d). This NPRM allows a
30-day public comment period for the
public to comment on the collections of
information contained in the proposed
rule. However, the PRA requires that
Agencies provide a 60-day notice in the
Federal Register requesting public
comment on the collections of
information in accordance with 44
U.S.C. 3506(c). VETS is publishing a
companion notice elsewhere in this
issue of the Federal Register allowing
the public 60 days to comment on the
collections of information contained in
the proposal.
VETS solicits comments on these
collections of information and the HIRE
Vets Medallion Award application and
their associated estimated burden hours
and costs. VETS also requests comments
on the following items:
• Whether the proposed collection of
information requirements and
application are necessary for the proper
performance of VETS’ functions,
including whether the information is
useful;
• The accuracy of VETS’ estimate of
the burden (time and cost) of the
information collection requirements,
including the validity of the
methodology and assumptions used;
• The quality, utility and clarity of
the information collected; and
• Ways to minimize the compliance
burden on employers, such as by using
automated or other technological
techniques for collecting and
transmitting information.
Members of the public who wish to
comment on the paperwork
requirements in this proposal must send
their written comments to: Office of
Information and Regulatory Affairs,
Attn: OMB Desk Officer for the
Department of Labor, VETS (RIN 1293–
AA21), Office of Management and
Budget, Room 10235, Washington, DC
20503, fax: (202) 395–6881 (this is not
a toll-free number), or email: OIRA_
submission@omb.eop.gov. VETS
encourages commenters also to submit
their comments on these paperwork
requirements to VETS, see section
Addresses for instructions on
submitting comments to VETS.
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Proposed Collection of Information
Requirements
The regulations implementing the Act
require VETS to annually solicit and
accept voluntary information from
employers for consideration of
employers to receive a HIRE Vets
Medallion Award. The Act establishes
specific criteria at two levels, gold and
platinum, for large employers (those
with 500 employees or more) and allows
VETS discretion in establishing criteria
for small and medium employers to
qualify for similar awards.
The NPRM proposes the application
process and criteria that VETS intends
to use to receive, review, and process
applications, verify the information
provided and award the HIRE Vets
Medallion Award to those employers
meeting the criteria and deserving of the
award. VETS developed the HIRE Vets
Medallion Award application Forms
[VETS–1011LP, VETS–1011LG, VETS–
1011MP, VETS–1011MG, VETS–
1011SP, VETS–1011SG] for employers
to complete and submit to VETS to
fulfill the regulatory requirements to
receive an award. The Act establishes a
fund, designated as the ‘‘HIRE Vets
Medallion Award Fund’’ and requires
the Department to assess a reasonable
fee from the applicants to cover the
costs associated with carrying out the
HIRE Vets Medallion program. The
NPRM provides the fee amount and how
to submit the fee.
The proposed rule provides specific
award criteria for the large employers to
qualify for the gold and platinum
awards. Although the number of criteria
an employer is required to satisfy in the
proposed rule differs by award, the large
employer criteria established by statute
are generally incorporated across the
large employer, medium employer, and
small employer awards. The
applications would require employers to
provide information to meet award
criteria dependent upon the size of the
employer and the reward the employer
is requesting, gold or platinum. The
following table provides the
corresponding regulatory citation:
PROPOSED REGULATORY PROVISION
Employer size
Large ...................
Medium ................
Small ...................
Gold Award
§ 1011.100(a)
§ 1011.105(a)
§ 1011.110(a)
Platinum
Award
§ 1011.100(b)
§ 1011.105(b)
§ 1011.110(b)
The proposal also states that VETS
may require additional information in
support of the application for the HIRE
Vets Medallion Award (§ 1011.215(b)).
Also, employers are required to
maintain information relied upon to
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complete the application for two years
after the application is submitted to
VETS (Subpart G, § 1011.600).
Title of Collection: Honoring
Investments in Recruiting and
Employing American Military Veterans
Act.
OMB Control Number: 1293–0NEW.
Total Estimated Number of
Annualized Respondents: 7,036.
Total Estimated Number of
Annualized Responses: 34,245.
Frequency: On Occasion.
Total Estimated Annual Time Annual
Burden hours: 58,716.
Total Estimated Annual Other Costs
Burden: $1,847,746.
The application solicits the
information VETS will review and
evaluate to determine if an employer
will receive an award, and if so,
whether the award will be a gold or
platinum award. Employers are required
to maintain material used to complete
that application for additional
verification if needed or in case VETS
becomes aware of facts that may
indicate information submitted on the
application may be incorrect.
Small Business Regulatory Enforcement
Fairness Act of 1996
VETS has determined that this
proposed rulemaking does not impose a
significant economic impact on a
substantial number of small entities
under the RFA; therefore, VETS is not
required to produce any Compliance
Guides for Small Entities, as mandated
by the SBREFA.
mstockstill on DSK30JT082PROD with PROPOSALS
Unfunded Mandates Reform Act of
1995
For purposes of the Unfunded
Mandates Reform Act of 1995, 2 U.S.C.
1532, this NPRM does not include any
Federal mandate that may result in
excess of $100 million in expenditures
by state, local, and Tribal governments
in the aggregate or by the private sector.
Executive Order 13132 (Federalism)
VETS has reviewed this proposed rule
in accordance with Executive Order
13132 regarding federalism, and has
determined that it does not have
‘‘federalism implications.’’ This
proposed rule will not ‘‘have substantial
direct effects on the States, on the
relationship between the national
government and the States, or on the
distribution of power and
responsibilities among the various
levels of government.’’
Executive Order 13084 (Consultation
and Coordination With Indian Tribal
Governments)
This NPRM does not have Tribal
implications under Executive Order
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13175 that would require a Tribal
summary impact statement. The NPRM
would not have substantial direct effects
on one or more Indian Tribes, on the
relationship between the Federal
government and Indian Tribes or on the
distribution of power and
responsibilities between the Federal
government and Indian Tribes.
Plain Language
VETS drafted this NPRM in plain
language.
Effects on Families
Section 654 of the Treasury and
General Government Appropriations
Act, enacted as part of the Omnibus
Consolidated and Emergency
Supplemental Appropriations Act of
1999 (Pub. L. 105–277, 112 Stat. 2681)
requires the assessment of the impact of
this proposed rule on family well-being.
A rule that is determined to have a
negative effect on families must be
supported with an adequate rationale.
VETS has assessed this proposed rule in
light of this requirement and
determined that this NPRM would not
have a negative effect on families
Executive Order 13045 (Protection of
Children)
This NPRM would have no
environmental health risk or safety risk
that may disproportionately affect
children.
Environmental Impact Assessment
A review of this NPRM in accordance
with the requirements of the National
Environmental Policy Act of 1969
(NEPA), 42 U.S.C. 4321 et seq.; the
regulations of the Council on
Environmental Quality, 40 CFR 1500 et
seq.; and DOL NEPA procedures, 29
CFR part 11, indicates the NPRM would
not have a significant impact on the
quality of the human environment.
There is, thus, no corresponding
environmental assessment or an
environmental impact statement.
Executive Order 13211 (Energy Supply)
This NPRM is not subject to Executive
Order 13211. It will not have a
significant adverse effect on the supply,
distribution, or use of energy.
Executive Order 12630
(Constitutionally Protected Property
Rights)
This NPRM is not subject to Executive
Order 12630 because it does not involve
implementation of a policy that has
takings implications or that could
impose limitations on private property
use.
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39391
Executive Order 12988 (Civil Justice
Reform Analysis)
This NPRM was drafted and reviewed
in accordance with Executive Order
12988 and will not unduly burden the
Federal court system. The NPRM was:
(1) Reviewed to eliminate drafting errors
and ambiguities; (2) written to minimize
litigation; and (3) written to provide a
clear legal standard for affected conduct
and to promote burden reduction.
List of Subjects in 20 CFR Part 1011
Employment, Veterans, Employer
Recognition, Medallion.
For the reasons discussed in the
preamble, VETS proposes to add 20 CFR
part 1011 to read as follows:
PART 1011—HIRE VETS MEDALLION
PROGRAM
Subpart A—General Provisions
§ 1011.000 What is the HIRE Vets
Medallion Program?
§ 1011.005 What definitions apply to the
Medallion Program Regulations?
§ 1011.010 Who is eligible to apply for a
HIRE Vets Medallion Award?
§ 1011.015 What are the different types of
the HIRE Vets Medallion Awards?
Subpart B—Award Criteria
§ 1011.100 What are the criteria for the
large employer HIRE Vets Medallion
Award?
§ 1011.105 What are the criteria for the
medium employer HIRE Vets Medallion
Award?
§ 1011.110 What are the criteria for the
small employer HIRE Vets Medallion
Award?
§ 1011.115 Is there an exemption for certain
large employers from the dedicated
human resources professional criterion
for the large employer platinum HIRE
Vets Medallion Award?
§ 1011.120 Under what circumstances will
VETS find an employer ineligible to
receive a HIRE Vets Medallion Award for
a violation of labor law?
Subpart C—Application Process
§ 1011.200 How will VETS administer the
HIRE Vets Medallion Award process?
§ 1011.205 What is the timing of the HIRE
Vets Medallion Award process?
§ 1011.210 How often can an employer
receive the HIRE Vets Medallion Award?
§ 1011.215 How will the employer complete
the application for the HIRE Vets
Medallion Award?
§ 1011.220 How will VETS verify a HIRE
Vets Medallion Award application?
§ 1011.225 Under what circumstances will
VETS conduct further review of an
application?
§ 1011.230 Under what circumstances can
VETS deny or revoke an Award?
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Subpart D—Fees and Caps
§ 1011.300 What are the application fees for
the HIRE Vets Medallion Award?
§ 1011.305 May VETS set a limit on how
many applications will be accepted in a
year?
Subpart E—Design and Display
§ 1011.400 What does a successful
applicant receive?
§ 1011.405 What are the restrictions on
display and use of the HIRE Vets
Medallion Award?
Subpart F—Requests for
Reconsideration
§ 1011.500 What is the process to request
reconsideration of a denial or
revocation?
Subpart G—Record Retention
§ 1011.600 What are the record retention
requirements for the HIRE Vets
Medallion Award?
Authority: Division O, Pub. L. 115–31, 131
Stat. 135.
Subpart A—Introduction to the
Regulations for the HIRE Vets Act
§ 1011.000 What is the HIRE Vets
Medallion Program?
The HIRE Vets Medallion Program is
a voluntary employer recognition
program administered by the
Department of Labor’s Veterans’
Employment and Training Service.
Through the HIRE Vets Medallion
Program, The Department of Labor
solicits voluntary applications from
employers for the HIRE Vets Medallion
Award. The purpose of this Award is to
recognize efforts by applicants to
recruit, employ, and retain veterans and
to provide services supporting the
veteran community.
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§ 1011.005 What definitions apply to the
Medallion Program Regulations?
Active Duty in the United States
National Guard or Reserve means active
duty as defined in 10 U.S.C. 101(d)(1).
Dedicated Human Resources
Professional means either a full-time
professional or the equivalent of a fulltime professional dedicated exclusively
to supporting the hiring, training, and
retention of veteran employees. Two
half-time professionals, for example, are
equivalent to one full-time professional.
Employee means any individual for
whom the employer furnishes an IRS
Form W–2, excluding temporary
workers.
Employer means any person,
institution, organization, or other entity
that pays salary or wages for work
performed or that has control over
employee opportunities, except for the
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Federal Government or any State or
foreign government. For the purposes of
this regulation, VETS will recognize
employers based on the Employer
Identification Number, as described in
26 CFR 301.7701–12, used to furnish an
IRS Form W–2 to an employee.
However, in the case of an agent
designated pursuant to 26 CFR 31.3504–
1, a payor designated pursuant to 26
CFR 31.3504–2, or a Certified
Professional Employer Organization
recognized pursuant to 26 U.S.C. 7705,
the employer shall be the common law
employer, client, or customer,
respectively, instead of the entity that
furnishes the IRS Form W–2.
Human Resources Veterans’ Initiative
means an initiative through which an
employer provides support for hiring,
training, and retention of veteran
employees.
Post-secondary education means postsecondary level education or training
courses that would be acceptable for
credit towards at least one of the
following: associates or bachelor’s
degree or higher, any other recognized
post-secondary credential, or an
apprenticeship.
Salary means an employee’s base pay.
Temporary worker means any worker
hired with the intention that the worker
be retained for less than one year and
who is actually retained for less than
one year.
Veteran has the meaning given such
term under 38 U.S.C. 101.
VETS means the Veterans’
Employment and Training Service of the
Department of Labor.
§ 1011.010 Who is eligible to apply for a
HIRE Vets Medallion Award?
All employers who employ at least
one employee are eligible to apply for a
HIRE Vets Medallion Award. To qualify
for a HIRE Vets Medallion Award, an
employer must satisfy all application
requirements.
§ 1011.015 What are the different types of
the HIRE Vets Medallion Awards?
(a) There are three different categories
of the HIRE Vets Medallion Award:
(1) Large Employer Awards for
employers with 500 or more employees.
(2) Medium Employer Awards for
employers with more than 50 but fewer
than 500 employees.
(3) Small Employer Awards for
employers with 50 or fewer employees.
(4) The correct category of Award is
determined by the employer’s number
of employees as of December 31 of the
year prior to the year in which the
employer applies for an Award.
(b) Within each Award category, there
are two levels of Award:
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(1) A Gold Award; and
(2) A Platinum Award.
Subpart B—Award Criteria
§ 1011.100 What are the criteria for the
large employer HIRE Vets Medallion Award?
(a) Gold Award. To qualify for a large
employer gold HIRE Vets Medallion
Award, an employer must satisfy all of
the following criteria:
(1) The employer is a large employer
as specified in § 1011.015 of this part;
(2) The employer is not found
ineligible under § 1011.120 of this part;
(3) Veterans constitute not less than 7
percent of all employees hired by such
employer during the prior calendar year;
(4) The employer has retained not less
than 75 percent of the veteran
employees hired during the calendar
year preceding the preceding calendar
year for a period of at least 12 months
from the date on which the employees
were hired;
(5) The employer has established an
employee veteran organization or
resource group to assist new veteran
employees with integration, including
coaching and mentoring; and
(6) The employer has established
programs to enhance the leadership
skills of veteran employees during their
employment.
(b) Platinum Award. To qualify for a
large employer platinum HIRE Vets
Medallion Award, an employer must
satisfy all of the following criteria:
(1) The employer is a large employer
as specified in § 1011.015 of this part;
(2) The employer is not found
ineligible under § 1011.120 of this part;
(3) Veterans constitute not less than
10 percent of all employees hired by
such employer during the prior calendar
year;
(4) The employer has retained not less
than 85 percent of the veteran
employees hired during the calendar
year preceding the preceding calendar
year for a period of at least 12 months
from the date on which the employees
were hired;
(5) The employer has established an
employee veteran organization or
resource group to assist new veteran
employees with integration, including
coaching and mentoring;
(6) The employer has established
programs to enhance the leadership
skills of veteran employees during their
employment;
(7) The employer employs a dedicated
human resources professional as
defined in § 1011.005 of this part to
support hiring, training, and retention of
veteran employees;
(8) The employer provides each of its
employees serving on active duty in the
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United States National Guard or Reserve
with compensation sufficient, in
combination with the employee’s active
duty pay, to achieve a combined level
of income commensurate with the
employee’s salary prior to undertaking
active duty; and
(9) The employer has a tuition
assistance program to support veteran
employees’ attendance in postsecondary
education during the term of their
employment.
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§ 1011.105 What are the criteria for the
medium employer HIRE Vets Medallion
Award?
(a) Gold Award. To qualify for a
medium employer gold HIRE Vets
Medallion Award, an employer must
satisfy all of the following criteria:
(1) The employer is a medium
employer per § 1011.015 of this part;
(2) The employer is not found
ineligible under § 1011.120 of this part;
(3) The employer has achieved at least
one of the following:
(i) Veterans constitute not less than 7
percent of all employees hired by such
employer during the prior calendar year;
or
(ii) The employer has achieved both
of the following:
(A) The employer has retained not
less than 75 percent of the veteran
employees hired during the calendar
year preceding the preceding calendar
year for a period of at least 12 months
from the date on which the employees
were hired; and
(B) On December 31 of the year prior
to the year in which employer applies
for the HIRE Vets Medallion Award, at
least 7 percent of the employer’s
employees were veterans; and
(4) The employer has at least one of
the following forms of integration
assistance:
(i) The employer has established an
employee veteran organization or
resource group to assist new veteran
employees with integration, including
coaching and mentoring; or
(ii) The employer has established
programs to enhance the leadership
skills of veteran employees during their
employment.
(b) Platinum Award. To qualify for a
medium employer platinum HIRE Vets
Medallion Award, an employer must
satisfy all of the following criteria:
(1) The employer is a medium
employer as specified in § 1011.015 of
this part;
(2) The employer is not found
ineligible under § 1011.120 of this part;
(3) The employer has achieved at least
one of the following:
(i)Veterans constitute not less than 10
percent of all employees hired by such
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employer during the prior calendar year;
or
(ii) The employer has achieved both
of the following:
(A) The employer has retained not
less than 85 percent of the veteran
employees hired during the calendar
year preceding the preceding calendar
year for a period of at least 12 months
from the date on which the employees
were hired; and
(B) On December 31 of the year prior
to the year in which employer applies
for the HIRE Vets Medallion Award, at
least 10 percent of the employer’s
employees were veterans;
(4) The employer has the following
forms of integration assistance:
(i) The employer has established an
employee veteran organization or
resource group to assist new veteran
employees with integration, including
coaching and mentoring; and
(ii) The employer has established
programs to enhance the leadership
skills of veteran employees during their
employment; and
(5) The employer has at least one of
the following additional forms of
integration assistance:
(i) The employer has established a
human resources veterans’ initiative;
(ii) The employer provides each of its
employees serving on active duty in the
United States National Guard or Reserve
with compensation sufficient, in
combination with the employee’s active
duty pay, to achieve a combined level
of income commensurate with the
employee’s salary prior to undertaking
active duty; or
(iii) The employer has a tuition
assistance program to support veteran
employees’ attendance in postsecondary
education during the term of their
employment.
§ 1011.110 What are the criteria for the
small employer HIRE Vets Medallion
Award?
(a) Gold Award. To qualify for a small
employer gold HIRE Vets Medallion
Award, an employer must satisfy all of
the following criteria:
(1) The employer is a small employer
as specified in § 1011.015 of this part;
(2) The employer is not found
ineligible under § 1011.120 of this part;
and
(3) The employer has achieved at least
one of the following:
(i) Veterans constitute not less than 7
percent of all employees hired by such
employer during the prior calendar year;
or
(ii) The employer has achieved both
of the following:
(A) The employer has retained not
less than 75 percent of the veteran
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39393
employees hired during the calendar
year preceding the preceding calendar
year for a period of at least 12 months
from the date on which the employees
were hired; and
(B) On December 31 of the year prior
to the year in which employer applies
for the HIRE Vets Medallion Award, at
least 7 percent of the employer’s
employees were veterans.
(b) Platinum Award. To qualify for a
small employer platinum HIRE Vets
Medallion Award, an employer must
satisfy all of the following criteria:
(1) The employer is a small employer
as specified in § 1011.015 of this part;
(2) The employer is not found
ineligible under § 1011.120 of this part;
(3) The employer has achieved at least
one of the following:
(i) Veterans constitute not less than 10
percent of all employees hired by such
employer during the prior calendar year;
or
(ii) The employer has achieved both
of the following:
(A) The employer has retained not
less than 85 percent of the veteran
employees hired during the calendar
year preceding the preceding calendar
year for a period of at least 12 months
from the date on which the employees
were hired; and
(B) On December 31 of the year prior
to the year in which employer applies
for the HIRE Vets Medallion Award, at
least 10 percent of the employer’s
employees were veterans; and
(4) The employer has at least two of
the following forms of integration
assistance:
(i) The employer has established an
employee veteran organization or
resource group to assist new veteran
employees with integration, including
coaching and mentoring;
(ii) The employer has established
programs to enhance the leadership
skills of veteran employees during their
employment;
(iii) The employer has established a
human resources veterans’ initiative;
(iv) The employer provides each of its
employees serving on active duty in the
United States National Guard or Reserve
with compensation sufficient, in
combination with the employee’s active
duty pay, to achieve a combined level
of income commensurate with the
employee’s salary prior to undertaking
active duty;
(v) The employer has a tuition
assistance program to support veteran
employees’ attendance in postsecondary
education during the term of their
employment.
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§ 1011.115 Is there an exemption for
certain large employers from the dedicated
human resources professional criterion for
the large employer platinum HIRE Vets
Medallion Award?
Yes. Employers who employ 5,000 or
fewer employees need not have a
dedicated human resources professional
to support the hiring and retention of
veteran employees. An employer with
5,000 or fewer employees can satisfy the
criterion at § 1011.100(b)(7) by
employing at least one human resources
professional whose regular work duties
include supporting the hiring, training,
and retention of veteran employees.
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§ 1011.120 Under what circumstances will
VETS find an employer ineligible to receive
a HIRE Vets Medallion Award for a violation
of labor law?
(a) Any employer with an adverse
labor law decision, stipulated
agreement, contract debarment, or
contract termination, as defined in
paragraphs (b) through (e) of this
section, pursuant to either of the
following labor laws, as amended, will
not be eligible to receive an Award:
(1) Uniform Services Employment and
Reemployment Rights Act (USERRA); or
(2) Vietnam Era Veterans’
Readjustment Assistance Act
(VEVRAA);
(b) For purposes of this section, an
adverse labor law decision means any of
the following, issued in the calendar
year prior to year in which applications
are solicited or the calendar year in
which applications are solicited up
until the issuance of the Award, in
which a violation of any of the laws in
paragraph (a) is found:
(1) A civil or criminal judgment;
(2) A final administrative merits
determination of an administrative
adjudicative board or commission; or
(3) A decision of an administrative
law judge or other administrative judge
that is not appealed and that becomes
the final agency action.
(c) For purposes of this section, a
stipulated agreement means any
agreement (including a settlement
agreement, conciliation agreement,
consent decree, or other similar
document) to which the employer is a
party, entered into in the calendar year
prior to the year in which applications
are solicited or the calendar year in
which applications are solicited up
until the issuance of the Award, that
contains an admission that the employer
violated any of the laws in paragraph
(a).
(d) For purposes of this section, a
contract debarment means any order or
voluntary agreement, pursuant to the
laws listed in paragraph (a), that debars
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the employer from receiving any future
federal contract. Employers shall be
ineligible for an Award for the duration
of time that the contract debarment is in
effect.
(e) For purposes of this section, a
contract termination means any order or
voluntary agreement, pursuant to the
laws listed in paragraph (a), that
terminates an existing federal contract
prior to its completion. Employers shall
be ineligible for the Award if this
termination occurred in the calendar
year prior to the year in which
applications are solicited or the
calendar year in which applications are
solicited up until the issuance of the
Award.
(f) VETS may delay issuing an Award
to an employer if, at the time of the
Award is to be issued, VETS has
credible information that a significant
violation of one of the laws in paragraph
(a) of this section may have occurred
that could lead to an employer being
disqualified pursuant to any of
paragraphs (b) through (e) of this
section.
Subpart C—Application Process
§ 1011.200 How will VETS administer the
HIRE Vets Medallion Award process?
The Secretary of Labor will
annually—
(a) Solicit and accept voluntary
applications from employers in order to
consider whether those employers
should receive a HIRE Vets Medallion
Award;
(b) Review applications received in
each calendar year;
(c) Notify such recipients of their
Awards; and
(d) At a time to coincide with the
annual commemoration of Veterans
Day—
(1) Announce the names of such
recipients;
(2) Recognize such recipients through
publication in the Federal Register; and
(3) Issue to each such recipient—
(i) A HIRE Vets Medallion Award; and
(ii) A certificate stating that such
employer is entitled to display such
HIRE Vets Medallion Award.
§ 1011.205 What is the timing of the HIRE
Vets Medallion Award process?
VETS will review all timely
applications that fall under any cap
established in § 1011.305 of this part to
determine whether an employer should
receive a HIRE Vets Medallion Award,
and, if so, of what level.
(a) Performance period—except as
otherwise noted in § 1011.120 of this
part, only the employer’s actions taken
prior to December 31 of the calendar
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Sfmt 4702
year prior to the calendar year in which
applications are solicited will be
considered in reviewing the award.
(b) Solicitation period—VETS will
solicit applications not later than
January 31 of each calendar year for the
HIRE Vets Medallion Award to be
awarded in November of that calendar
year.
(c) End of acceptance period—VETS
will stop accepting applications on
April 30 of each calendar year for the
Awards to be awarded in November of
that calendar year.
(d) Review Period—VETS will finish
reviewing applications not later than
August 31 of each calendar year for the
Awards to be awarded in November of
that calendar year.
(e) Selection of recipients—VETS will
select the employers to receive HIRE
Vets Medallion Awards not later than
September 30, of each calendar year for
the Awards to be awarded in November
of that calendar year.
(f) Notice of awards and denials—
VETS will notify employers who will
receive HIRE Vets Medallion Awards
not later than October 11, of each
calendar year for the Awards to be
awarded in November of that calendar
year. VETS will also notify applicants
who will not be receiving an Award at
that time.
§ 1011.210 How often can an employer
receive the HIRE Vets Medallion Award?
An employer who receives a HIRE
Vets Medallion Award for one calendar
year is not eligible to receive a HIRE
Vets Medallion Award for the
subsequent calendar year.
§ 1011.215 How will the employer
complete the application for the HIRE Vets
Medallion Award?
(a) VETS will require all applicants to
provide information to establish their
eligibility for the HIRE Vets Medallion
Award.
(b) VETS may request additional
information in support of the
application for the HIRE Vets Medallion
Award.
(c) The chief executive officer, the
chief human resources officer, or an
equivalent official of each employer
applicant must attest under penalty of
perjury that the information the
employer has submitted in its
application is accurate.
(d) Interested employers can access
the application form via the HIRE Vets
Web site accessible from https://
www.dol.gov/vets/.
(e) Applicants will complete the
application form and submit it
electronically.
(f) Applicants who need a reasonable
accommodation in accessing the
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application form, submitting the
application form, or submitting the
application fee may contact VETS at
(202) 693–4700 or TTY (877) 889–5627
(these are not toll-free numbers).
(g) Should the information provided
on the application be deemed
incomplete, VETS will attempt to
contact the applicant. The applicant
must respond with the additional
information necessary to complete the
application form within 5 business days
or VETS will deny the application.
§ 1011.220 How will VETS verify a HIRE
Vets Medallion Award application?
VETS will verify all information
provided by an employer in its
application to the extent that such
information is relevant in determining
whether or not such employer meets the
criteria to receive a HIRE Vets
Medallion Award or in determining the
appropriate level of HIRE Vets
Medallion Award for that employer to
receive. VETS will verify this
information by reviewing all
information provided as part of the
application.
§ 1011.225 Under what circumstances will
VETS conduct further review of an
application?
If at any time VETS becomes aware of
facts that indicate that the information
provided by an employer in its
application was incorrect or that the
employer does not satisfy the
requirements at § 1011.120, VETS may
conduct further review of the
application. As part of that review,
VETS may request information and/or
documentation to confirm the accuracy
of the information provided by the
employer in its application or to
confirm that the employer is not
ineligible under § 1011.120. Depending
on the result of the review, VETS may
either deny or revoke the Award. If
VETS initiates such review prior to
issuing the Award, VETS will not be
required to meet the timeline
requirements in this part.
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§ 1011.230 Under what circumstances can
VETS deny or revoke an Award?
(a) Denial of Award. VETS may deny
an Award for any of the following
reasons:
(1) The applicant fails to provide
information and/or documentation as
requested under § 1011.225 of this part;
(2) VETS determines that the chief
executive officer, the chief human
resources officer, or an equivalent
official of the applicant falsely attested
that the information on the application
was true; or
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(3) The employer is ineligible to
receive an Award pursuant to
§ 1011.120 of this part.
(b) Revocation of Award. Once the
HIRE Vets Medallion Award has been
awarded, VETS may revoke the
recipient’s Award for the following
reasons:
(1) The HIRE Vets Medallion Award
recipient fails to provide information
and/or documentation as requested
under § 1011.225 of this part;
(2) VETS determines that the chief
executive officer, the chief human
resources officer, or an equivalent
official of the recipient falsely attested
that the information on the application
was true;
(3) The employer was ineligible to
receive an Award pursuant to
§ 1011.120 of this part; or
(4) The employer violated the display
restrictions at § 1011.405 of this part.
(c) If VETS decides to deny or revoke
an Award, it will provide the employer
with notice of the Department’s
decision. An employer may request
reconsideration of VETS’ decision to
deny or revoke an Award pursuant to
§ 1011.500 of this part.
Subpart D—Fees and Caps
§ 1011.300 What are the application fees
for the HIRE Vets Medallion Award?
(a) The Act requires the Secretary to
establish a fee sufficient to cover the
costs associated with carrying out the
HIRE Vets Medallion Program.
(b) The table in this paragraph sets
forth the fees an employer must pay to
apply for the HIRE Vets Medallion
Award. VETS will adjust the fees
periodically according to the Implicit
Price Deflator for Gross Domestic
Product published by the U.S.
Department of Commerce and notify
potential applicants of the adjusted fees.
(1) If a significant adjustment is
needed to arrive at a new fee for any
reason other than inflation, then a
proposed rule containing the new fees
will be published in the Federal
Register for comment.
(2) VETS will round the fee to the
nearest dollar.
39395
through the U.S. Treasury pay.gov
system or an equivalent.
(d) Once a fee is paid, it is
nonrefundable, even if the employer
withdraws the application or does not
receive a HIRE Vets Medallion Award.
§ 1011.305 May VETS set a limit on how
many applications will be accepted in a
year?
Yes, VETS may set a limit on how
many applications will be accepted in
any given year.
Subpart E—Design and Display
§ 1011.400 What does a successful
applicant receive?
(a) The Award will be in the form of
a certificate and will state the year for
which it was awarded.
(b) VETS will also provide a digital
image of the medallion for recipients to
use, including as part of an
advertisement, solicitation, business
activity, or product.
§ 1011.405 What are the restrictions on
display and use of the HIRE Vets Medallion
Award?
It is unlawful for any employer to
publicly display a HIRE Vets Medallion
Award, in connection with, or as a part
of, any advertisement, solicitation,
business activity, or product—
(a) for the purpose of conveying, or in
a manner reasonably calculated to
convey, a false impression that the
employer received the Award through
the HIRE Vets Medallion Program, if
such employer did not receive such
Award through the HIRE Vets Medallion
Program; or
(b) for the purpose of conveying, or in
a manner reasonably calculated to
convey, a false impression that the
employer received the Award through
the HIRE Vets Medallion Program for a
year for which such employer did not
receive such Award.
Subpart F—Requests for
Reconsideration
§ 1011.500 What is the process to request
reconsideration of a denial or revocation?
(a) An applicant may file a request for
reconsideration of the VETS’ decision to
deny or revoke a HIRE Vets Medallion
Award or of VETS’ decision as to the
APPLICATION FEES
level of Award by mailing a request for
Small Employer Fee .....................
$90.00 reconsideration to the following address
Medium Employer Fee .................
190.00 no later than fifteen business days after
Large Employer Fee .....................
495.00 the date of VETS’ notice of its decision.
Requests for reconsideration must be
(c) All applicants must submit the
sent to: HIRE Vets Medallion Program,
appropriate application processing fee
DOL VETS, 200 Constitution Ave. NW.,
for each application submitted. This fee Room S1325, Washington, DC 20210.
is based on the fee table provided at
(b) Requests for reconsideration
§ 1011.300(b) of this part. Payment of
pursuant to paragraph (a) of this section
this fee must be made electronically
must contain the following:
PO 00000
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39396
Federal Register / Vol. 82, No. 159 / Friday, August 18, 2017 / Proposed Rules
(1) The employer name and
identification number;
(2) The reason for the request; and
(3) An explanation, accompanied by
any necessary documentation to support
its explanation, of why VETS’ decision
was incorrect.
(c) VETS may request from the
employer filing such request any
additional evidence or explanation it
finds necessary for reconsideration.
(d) Within thirty business days after
the later of the receipt of the request or
the receipt of any additional evidence or
explanation requested, VETS will issue
a determination about whether to grant
or deny the request.
(e) No additional Department of Labor
review is available.
Subpart G—Record Retention
§ 1011.600 What are the record retention
requirements for the HIRE Vets Medallion
Award?
Applicants must retain a record of all
information used to support an
application for the HIRE Vets Medallion
Award for two years from the date of
application.
J.S. Shellenberger,
Deputy Assistant Secretary for the Veterans’
Employment and Training Service, U.S.
Department of Labor.
[FR Doc. 2017–17249 Filed 8–17–17; 8:45 am]
BILLING CODE 4510–79–P
ENVIRONMENTAL PROTECTION
AGENCY
40 CFR Part 52
[EPA–R08–OAR–2017–0446; FRL–9966–04–
Region 8]
Approval and Promulgation of Air
Quality Implementation Plans;
Colorado; Revisions to Regulation
Number 3
I. General Information
Environmental Protection
Agency (EPA).
ACTION: Proposed rule.
AGENCY:
The Environmental Protection
Agency (EPA) is proposing approval of
a portion of the State Implementation
Plan (SIP) revisions submitted by the
State of Colorado on February 25, 2015.
The revisions are to Colorado Air
Quality Control Commission
(Commission) Regulation Number 3,
Parts A, B and D. The amendments the
EPA is proposing to act on include:
Revisions to provisions for permitting
emissions for particulate matter less
than 2.5 micrograms (PM2.5) in Part D,
modifications to the provisions for filing
revised Air Pollution Emission Notices
mstockstill on DSK30JT082PROD with PROPOSALS
SUMMARY:
VerDate Sep<11>2014
16:16 Aug 17, 2017
Jkt 241001
(APEN) in Part A and updates to public
notice publication requirements in Part
B. This action is being taken under
section 110 of the Clean Air Act (CAA).
DATES: Written comments must be
received on or before September 18,
2017.
ADDRESSES: Submit your comments,
identified by Docket ID No. EPA–R08–
OAR–2015–0493 at https://
www.regulations.gov. Follow the online
instructions for submitting comments.
Once submitted, comments cannot be
edited or removed from
www.regulations.gov. The EPA may
publish any comment received to its
public docket. Do not submit
electronically any information you
consider to be Confidential Business
Information (CBI) or other information
whose disclosure is restricted by statute.
Multimedia submissions (audio, video,
etc.) must be accompanied by a written
comment. The written comment is
considered the official comment and
should include discussion of all points
you wish to make. The EPA will
generally not consider comments or
comment contents located outside of the
primary submission (i.e., on the Web,
cloud, or other file sharing system). For
additional submission methods, the full
EPA public comment policy,
information about CBI or multimedia
submissions, and general guidance on
making effective comments, please visit
https://www2.epa.gov/dockets/
commenting-epa-dockets.
FOR FURTHER INFORMATION CONTACT:
Kevin Leone, Air Program, U.S.
Environmental Protection Agency
(EPA), Region 8, Mail Code 8P–AR,
1595 Wynkoop Street, Denver, Colorado
80202–1129, (303) 312–6227,
leone.kevin@epa.gov.
SUPPLEMENTARY INFORMATION:
What should I consider as I prepare my
comments for the EPA?
1. Submitting Confidential Business
Information (CBI). Do not submit CBI to
EPA through https://www.regulations.gov
or email. Clearly mark the part or all of
the information that you claim to be
CBI. For CBI information in a disk or CD
ROM that you mail to the EPA, mark the
outside of the disk or CD ROM as CBI
and then identify electronically within
the disk or CD ROM the specific
information that is claimed as CBI. In
addition to one complete version of the
comment that includes information
claimed as CBI, a copy of the comment
that does not contain the information
claimed as CBI must be submitted for
inclusion in the public docket.
PO 00000
Frm 00028
Fmt 4702
Sfmt 4702
Information so marked will not be
disclosed except in accordance with
procedures set forth in 40 CFR part 2.
2. Tips for preparing your comments.
When submitting comments, remember
to:
• Identify the rulemaking by docket
number and other identifying
information (subject heading, Federal
Register volume, date and page
number);
• Follow directions and organize your
comments;
• Explain why you agree or disagree;
• Suggest alternatives and substitute
language for your requested changes;
• Describe any assumptions and
provide any technical information and
or data that you used;
• If you estimate potential costs or
burdens, explain how you arrived at
your estimate in sufficient detail to
allow for it to be reproduced;
• Provide specific examples to
illustrate your concerns, and suggest
alternatives;
• Explain your views as clearly as
possible, avoiding the use of profanity
or personal threats; and,
• Make sure to submit your
comments by the comment period
deadline identified.
II. Background
Revisions to PM2.5 Significant Impact
Level (SIL) and Significant Monitoring
Concentration (SMC) Provisions
Colorado’s SIP submittal revises the
SIL and SMC provisions for PM2.5 in the
State’s Prevention of Significant
Deterioration (PSD) permitting program.
On January 22, 2013, the United States
Court of Appeals for the District of
Columbia Circuit vacated the SILs for
PM2.5 and allowed the EPA to
reconsider the provisions for SMCs.
Sierra Club v. EPA, 705 F.3d 458 (D.C.
Cir. 2013). On December 9, 2013, the
EPA issued a final rule that removes the
PM2.5 SIL from EPA’s PSD regulations
and revised the threshold for SMCs (78
FR 73698). The EPA set the PM2.5 SMC
concentration at zero micrograms per
cubic meter instead of removing PM2.5
entirely from the SMC provisions
because a zero micrograms per cubic
meter threshold means there is no air
quality impact below which a reviewing
authority has the discretion to exempt a
source from the PM2.5 monitoring
requirements, but that monitoring is still
required. As a result of this court
decision and the EPA’s rulemaking,
Colorado removed the SILs for PM2.5
from Part D, Section V.A.2.c set the
SMC monitoring concentration to zero
in Part D, Section VI.B.3.a(iii).
E:\FR\FM\18AUP1.SGM
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Agencies
[Federal Register Volume 82, Number 159 (Friday, August 18, 2017)]
[Proposed Rules]
[Pages 39371-39396]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2017-17249]
=======================================================================
-----------------------------------------------------------------------
DEPARTMENT OF LABOR
Veterans' Employment and Training Service
20 CFR Part 1011
[Docket No. VETS-2017-0001]
RIN 1293-AA21
HIRE Vets Medallion Program
AGENCY: Veterans' Employment and Training Service (VETS), Labor.
ACTION: Notice of proposed rulemaking.
-----------------------------------------------------------------------
SUMMARY: VETS is publishing this Notice of Proposed Rulemaking (NPRM)
to propose regulations implementing the Honoring Investments in
Recruiting and Employing (HIRE) American Military Veterans Act of 2017
(HIRE Vets Act of 2017 or Act). The HIRE Vets Act requires the
Department of Labor (DOL, Department) to annually solicit and accept
voluntary information from employers for consideration of employers to
receive a HIRE Vets Medallion Award. VETS will review
[[Page 39372]]
applications and notify recipients of their awards, and announce their
names at a time that coincides with Veterans' Day. The Act establishes
specific criteria at two levels, ``gold'' and ``platinum,'' for large
employers (those with 500 or more employees) and allows the Department
of Labor discretion in establishing additional criteria for each large
employer award level and criteria for small and medium employers to
qualify for similar awards. The NPRM proposes the application process
and criteria that VETS intends to use to receive, review, and process
applications; verify the information provided; and award the HIRE Vets
Medallion Award to those employers meeting the criteria and deserving
of the award.
The Act establishes a fund, designated as the ``HIRE Vets Medallion
Award Fund'' and requires the Secretary to assess a reasonable fee from
the applicants to cover the costs associated with carrying out the HIRE
Vets Medallion Award program. The NPRM provides the fee amount and how
to submit the fee. These awards are intended to recognize employer
efforts to recruit, employ, and retain our Nation's veterans.
DATES: To be assured of consideration, comments must be received on or
before September 18, 2017.
ADDRESSES: You may send comments, identified by RIN number 1293-AA21,
by one of the following methods:
Federal eRulemaking Portal: https://www.regulations.gov. Follow the
Web site instructions for sending comments; or
Mail or Hand Delivery Courier: Please submit all written comments
(including disk and CD-ROM submissions) by hand delivery, express mail,
messenger, or courier service to: Randall Smith, Veterans' Employment
and Training Service, U.S. Department of Labor, Room S-1325, 200
Constitution Avenue NW., Washington, DC 20210.
Please submit your comments by only one method. Comments received
by means other than those listed above or received after the comment
period has closed will not be reviewed. VETS will post all comments
received on https://www.regulations.gov without making any change to the
comments, including any personal information provided. The https://www.regulations.gov Web site is the Federal e-rulemaking portal and all
comments posted there are available and accessible to the public. VETS
cautions commenters not to include personal information such as Social
Security Numbers, personal addresses, telephone numbers, and email
addresses in their comments as such information will become viewable by
the public on the https://www.regulations.gov Web site. It is the
commenter's responsibility to safeguard his or her information.
Comments submitted through https://www.regulations.gov will not include
the commenter's email address unless the commenter chooses to include
that information as part of his or her comment.
Postal delivery in Washington, DC, may be delayed due to security
concerns. Therefore, VETS encourages the public to submit comments
through the https://www.regulations.gov Web site.
Comments concerning information collection requirements should be
directed to: Office of Information and Regulatory Affairs, Attn: OMB
Desk Officer for the Department of Labor, Veterans' Employment and
Training Service, Office of Management and Budget, Room 10235,
Washington, DC 20503, fax: (202) 395-6881 (this is not a toll-free
number), email: OIRA_submission@omb.eop.gov. Please submit your
comments by only one method. Receipt of submissions will not be
acknowledged; however, the sender may request confirmation that a
submission has been received by telephoning VETS at (202) 693-4700 or
TTY (877) 889-5627 (these are not toll-free numbers).
Docket: For access to the docket to read background documents or
comments received, go to the Federal eRulemaking portal at https://www.regulations.gov. VETS will also make all the comments received
available for public inspection during normal business hours, 8:15 a.m.
to 4:45 p.m. at: Room S-1325, 200 Constitution Avenue NW., Washington,
DC 20210. If you need assistance to review the comments, VETS will
provide you with appropriate aids such as readers or print magnifiers.
VETS will make copies of the rule available, upon request, in large
print and as an electronic file on computer disk. VETS will consider
providing the proposed rule in other formats upon request. To schedule
an appointment to review the comments and/or to obtain this NPRM in an
alternate format, please contact VETS at the address listed above or at
(202) 693-4700 or TTY (877) 889-5627 (these are not toll-free numbers).
FOR FURTHER INFORMATION CONTACT: Contact Randall Smith, Veterans'
Employment and Training Service, U.S. Department of Labor, Room S-1325,
200 Constitution Avenue NW., Washington, DC 20210, email:
HIREVETS.NPRM@dol.gov, telephone: (202) 693-4700 or TTY (877) 889-5627
(these are not toll-free numbers).
SUPPLEMENTARY INFORMATION:
Background
The HIRE Vets Act was enacted on May 5, 2017, as Division O of the
Consolidated Appropriations Act, 2017, Public Law 115-31. The purpose
of the Act is to create a voluntary program for recognizing efforts by
employers to recruit, employ, and retain veterans through a HIRE Vets
Medallion Award (the award). The Act requires the Department of Labor
to issue regulations establishing the HIRE Vets Medallion Program
(Medallion Program).
In preparation for drafting a rule to implement the Act, VETS
conducted three stakeholder sessions during the week of June 5, 2017.
During these stakeholder sessions, VETS obtained input from large,
medium, and small employers, veterans service organizations, military
service organizations, and other interested parties. The Department of
Labor invites comments on this proposed rule by all interested parties.
Section-by-Section Analysis
Subpart A--Introduction to the Regulations for the HIRE Vets Act
Section 1011.000: What is the HIRE Vets Medallion Program?
Proposed Sec. 1011.000 provides a description of the goals and
purposes of the Medallion Program. This language is derived from the
language in sec. 2(a) of the Act, which states that the HIRE Vets
Medallion Program is a program through which the Department of Labor
will solicit voluntary applications from employers for the award.
Section 1011.005: What definitions apply to the Medallion Program
regulations?
Proposed Sec. 1011.005 contains proposed definitions for this
part. Each definition is discussed individually below.
Active Duty: The definition of ``active duty'' relates to the pay
differential criterion used for the large employer, medium employer,
and small employer awards in proposed Sec. Sec. 1011.000(b)(8),
1011.105(b)(5)(ii), and 1011.110(b)(4)(iv). To satisfy this criterion,
employers must provide employees serving on active duty in the United
States National Guard or Reserve with compensation that is sufficient,
in combination with the employee's active duty pay, to achieve a
combined level of income commensurate with the employee's salary prior
to undertaking active duty. To ensure simplicity, the
[[Page 39373]]
proposed rule's definition of active duty is consistent with the
definition used at 10 U.S.C. 101(d)(1) (defining active duty for
purposes of the armed forces). However, VETS requests comments on
whether this definition is appropriate for this program.
Dedicated Human Resources Professional: The term ``dedicated human
resources professional'' is used in the human resources criterion for
the large employer platinum award established in sec. 3(b)(1)(C)(iv) of
the Act and implemented in proposed Sec. 1011.100(b)(7). This proposed
definition clarifies that to satisfy this criterion, an employer may
either employ an individual who devotes 100 percent of their time to
supporting the hiring, training, and retention of veteran employees
(for purposes of this rule, ``veteran employees'' refers to employees
who are veterans) or the equivalent of a full-time employee. For
example, three full-time employees who devote fifty percent, thirty
percent, and twenty percent of their time, respectively, to supporting
the hiring, training, and retention of veteran employees would satisfy
this criterion. Any other combination of time dedicated to this
objective that equals one full-time employee would also satisfy this
criterion. Because most human resources professionals do not dedicate
all of their time to a single objective, this clarification will retain
flexibility for employers while also ensuring that veteran employees
receive sufficient human resources support.
Additionally, this definition does not require that the human
resources professionals be employees of the applicant. An applicant can
satisfy this criterion by contracting out these services so long as
those contracted services otherwise meet this definition.
Finally, as with the Human Resources Veterans' Initiative, the
Dedicated Human Resources Professional must provide support in all
three of the following areas: hiring, training, and retention.
Employee: The proposed rule defines ``employee'' as any individual
for whom the employer furnishes an IRS Form W-2, with the exception of
temporary workers. Although many other definitions of employee exist in
Federal law, most of those definitions are for purposes of enforcing
Federal protections. For the purposes of the Medallion Program, VETS
will defer to how an employer categorizes its workers for tax purposes.
This definition simplifies the burden on employers in assessing whether
they meet the award criteria.
The proposed definition of ``employee'' includes both permanent
full-time and permanent part-time employees. Permanent part-time
employees are included in addition to permanent full-time employees
because many disabled veterans rely on part-time positions and because
basing the award on calculations of all permanent employees seems a
more accurate reflection of veteran employment.
Although VETS supports the hiring of veterans in all positions,
including temporary positions, the proposed rule excludes temporary
workers from the definition of employee. The proposed rule has this
exclusion because of the retention criterion for large employers, which
requires that certain veteran employees be retained for at least twelve
months. The inclusion of temporary workers in the definition of
employee would thus foreclose employers and industries that hire large
numbers of temporary workers from consideration for the award. Instead,
this exclusion ensures that employers that retain a large percentage of
veterans in permanent positions are not excluded simply because of the
fact that some of their business is seasonal in nature.
Additionally, although the proposed regulation does not explicitly
exempt workers who work outside of the United States from the
definition of employee, tying the definition of employee to the IRS
Form W-2 effectively excludes workers outside of the United States from
the definition of employee, unless those workers are U.S. citizens or
permanent residents, because those workers do not receive IRS Form W-
2s. The proposed rule excludes most workers who work outside of the
United States (other than those noted in the previous sentence) from
the definition of employee because it does not seem reasonable to
measure employment of veterans by including workers not in the United
States and the inclusion of such workers may make it difficult for
otherwise meritorious employers to satisfy the veteran hiring and
retention criteria. However, the proposed rule does not exclude those
U.S. citizens or permanent residents who might work outside of the
United States and still receive an IRS Form W-2 in order to limit the
amount of analysis employers must go through in assessing their
employee population for the purposes of this rule.
Employer: The proposed definition of ``employer'' derives from the
definition at sec. 8(a) of the Act. In addition to including the
statutory language, the definition of ``employer'' clarifies that VETS
will distinguish employers based on their Employer Identification
Numbers, as described by the IRS in their regulations implementing 26
U.S.C. 6109 at 26 CFR 301.7701-12. In drafting this definition, VETS
evaluated how to incorporate franchises, subsidiaries, and retail
branches into the definition of employer. VETS settled on the proposed
definition because it is the simplest definition for employers to
implement and is reflective of how employers define themselves.
However, the proposed rule creates an exemption from this definition
where an IRS-recognized third party furnishes an employee's IRS Form W-
2 pursuant to 26 CFR 31.3504-1, 26 CFR 31.3504-2, or 26 U.S.C. 7705.
This exemption is to ensure that deserving employers are not barred
from an award because they have used one of the mechanisms identified
in the previous sentence.
The definition of employer includes local governments and tribal
governments. However, VETS proposes to exclude foreign governments from
the definition of employer. VETS makes this proposal to avoid any
apparent conflict that could occur as a result of granting a foreign
government an award.
This definition also allows an independently owned franchise or a
subsidiary to apply for its own award.
VETS requests comments on whether this is an appropriate definition
of employer.
Human Resources Veterans' Initiative: This proposed definition
applies to the small employer and medium employer award criteria at
proposed Sec. Sec. 1011.105(b)(5)(i) and 1011.110(b)(4)(iii). This
criterion is a variation on the dedicated human resources professional
criterion for the large employer platinum award. Instead of needing to
employ a dedicated human resources professional (as defined above), an
employer satisfies the human resources veterans' initiative criterion
if the employer provides hiring, training, and retention support for
veteran employees. Employers must provide support in all three of these
areas. An employer would not satisfy this criterion if it only provided
support in one or two of these areas. This adjusted definition
recognizes that not all small and medium employers will employ
dedicated human resources professionals.
Additionally, this definition does not require that this support be
provided by employees of the applicant. An applicant can satisfy this
criterion by contracting out or partnering with a third-party that
provides this support so long as the support provided otherwise meets
this definition. One way an employer may satisfy the hiring support
portion of the human resources
[[Page 39374]]
veterans' initiative criterion is by partnering with an American Job
Center that is part of the nationwide workforce development system as
defined in Section 3(67) of the Workforce Innovation and Opportunity
Act.
Post-Secondary Education: The term ``post-secondary education'' is
used in the tuition assistance program criterion established for large
employers in sec. 3(b)(1)(C)(vi) of the Act. To satisfy this criterion,
an employer must have a tuition assistance program to support
employees' attendance in post-secondary education during the term of
their employment. The proposed definition of ``post-secondary
education'' is consistent with the definition of ``program of
education'' in the G.I. Bill (38 U.S.C. 2002), but it is simplified to
provide clear guidance for employers to use as they apply for the
award. Under the proposed definition, any tuition assistance program
that supports employees' attendance in post-secondary courses,
including courses that lead to an associates or bachelor's degree or
higher; a recognized post-secondary credential; or an apprenticeship
would be acceptable.
Salary: The proposed rule defines ``salary'' as an employee's base
pay. The definition of salary relates to the pay differential criterion
used for the large employer, medium employer, and small employer awards
in proposed Sec. Sec. 1011.100(b)(8), 1011.105(b)(5)(ii), and
1011.110(b)(4)(iv). VETS proposes to use base pay to define salary
because base pay is the standard measure for pay differential. However,
VETS seeks comments on whether any of the following should also be
included in the definition of salary: Overtime, shift differential,
bonuses, tips, commissions, vacation and holiday pay, retirement and
other related benefits, stock options and awards, profit sharing, etc.
The proposed definition of ``salary'' does not set a specific
formula for determining salary. Because this is an awards program, the
method for calculating salary can be determined by the employer so long
as that determination is reasonable and applied consistently across all
employees. For example, it might be reasonable for an employer to
determine an employee's salary by using the employee's annual salary
associated with their job description. It might also be reasonable for
an employer to determine an employee's salary by looking at an
employee's average wages over the course of several months prior to the
employee's active duty. However, it would likely be unreasonable for an
employer to use an employee's wages from a pay period in which the
employee spent much of the pay period on unpaid leave.
Temporary Worker: The proposed definition of ``temporary worker''
provides additional clarity as to which non-permanent employees are
excluded from the definition of employee. This proposed definition
states that temporary workers are those who are hired with the
intention that they be retained for less than a year and who actually
are retained for less than a year. A worker retained for more than a
year is considered an employee for the purposes of this regulation so
long as that worker meets the rest of the requirements to qualify as an
employee.
Veteran: The proposed definition of ``veteran'' is the statutory
definition of veteran in sec. 8(c) of the Act. VETS recognizes that
most employers determine which employees are veterans according to the
employee's self-identification. VETS does not expect employers to
change these practices in order to guarantee that every employee who
self-identifies as a veteran meets the definition of veteran set out in
this proposed section and in the Act. VETS' primary concern is that an
employer applying for an award informs VETS as accurately as it is
reasonably able to as to the number of veterans that it employs.
Additionally, consistent with the definition of veteran at 38
U.S.C. 101, the term is limited to veterans of the U.S. Armed Forces.
Consequently, veterans who served in foreign militaries do not come
within the definition of veteran for the purpose of determining whether
an employer qualifies for a HIRE Vets Medallion Award.
VETS: This term is defined for clarity. This term refers to the
Veterans' Employment Training Service of the Department of Labor.
Section 1011.010: Who is eligible to apply for a HIRE Vets Medallion
Award?
Proposed Sec. 1011.010 defines the entities that are eligible to
apply for an award. An employer that employs at least one employee may
qualify for an award so long as the employer satisfies all of the
criteria and application requirements under this part.
Section 1011.015: What are the different types of the HIRE Vets
Medallion Awards?
Proposed Sec. 1011.015 describes the different types of HIRE Vets
Medallion Awards for which an employer may apply.
Paragraph (a) describes the three different employer size award
categories. This paragraph implements the language at secs. 3(b)(1)(A)
& 3(b)(2) of the Act, which define the employer size requirements for
each category of award. Paragraph (a)(4) clarifies that the correct
category of award for which an employer is eligible is determined by
the employer's number of employees as of December 31 of the year prior
to the year in which the employer applies for a HIRE Vets Medallion
Award. For the purposes of this section, employee is defined as
described in Sec. 1011.005.
Paragraph (b) establishes the different levels of award within each
category. The Act provided for these levels for the large employer
awards in sec. 3(b)(1)(B)-(C). Sec. 3(b)(2) of the Act also requires
VETS to establish ``similar awards'' for the small and medium
employers. Consequently, the proposed regulations employ the gold and
platinum distinctions for the small and medium employers.
Subpart B--Award Criteria
The proposed rule provides specific award criteria for the large
employer gold and platinum awards. Although the number of criteria an
employer is required to satisfy in the proposed rule differs by award,
the large employer criteria established by statute are generally
incorporated across the large employer, medium employer, and small
employer awards. Consequently, this introduction to Subpart B will
describe the criteria generally. The preamble for the specific award
provisions at proposed Sec. Sec. 1011.100, 1011.105, 1011.110 will
describe the extent to which any of the criteria differ for the
purposes of a particular award.
Hiring Criterion: In sec. 3(b)(1)(B)(i), the Act requires that
veterans constitute not less than 7 percent of all employees hired
during the prior calendar year for the large employer gold award. Sec.
3(b)(1)(C)(ii) similarly establishes a 10 percent hiring requirement
for a large employer platinum award.
The Act is clear that employers cannot satisfy this criterion by
rounding up. The percentage of employees hired in the prior calendar
year must be not less than the required percentage. Consequently, even
if 6.99 percent of a large employer's new hires for the prior calendar
year were veterans, the employer would not qualify for the large
employer gold award. Likewise, 9.99 percent would not qualify a large
employer for the large employer platinum award.
Retention Criterion: The Act also establishes a retention criterion
for the large employer awards. For the large employer gold award, sec.
3(b)(1)(B)(ii) of the Act requires employers to have
[[Page 39375]]
retained not less than 75 percent of the veteran employees hired during
the calendar year preceding the preceding calendar year for a period of
at least 12 months from the date on which the employees were hired in
order to be eligible for the award. Sec. 3(b)(1)(C)(iii) of the Act
makes this an 85 percent requirement for the large employer platinum
award.
This language is somewhat complex; consequently, this preamble
offers an example of the application of this criterion for an
application that is submitted in 2020 for a large employer gold award.
To satisfy the retention criterion, the employer applying in 2020 will
need to look at all of the veteran employees it hired in 2018. If 75
percent of those veteran employees hired in 2018 were retained for at
least 12 months from the date of hire, then the employer satisfies this
criterion.
As with the hiring criterion, the retention criterion contains the
term ``not less than.'' Consequently, a retention percentage of 74.99
would not satisfy the large employer gold criterion, and a retention
percentage of 84.99 would not satisfy the large employer platinum
criterion.
Employee Veteran Organization or Resource Group Criterion: Sec.
3(b)(1)(B)(iii) of the Act sets out a criterion that requires employers
to have established an employee veteran organization or resource group
to assist new veteran employees with integration, including coaching
and mentoring. Per the language of the statute, this must be a distinct
organization or group. Although admirable, an employer would not
satisfy this criterion if the employer provided coaching and mentoring
to veteran employees but did so without having established an
organization or group. Additionally, the organization or group must
still be in existence as of December 31 of the year prior to the
calendar year in which the employer applies for the award. For example,
if an employer applies for an award in 2020, the organization or group
must still be in existence on December 31, 2019.
Leadership Program Criterion: The Act also sets out a leadership
program criterion at sec. 3(b)(1)(B)(iv). To satisfy the leadership
program criterion, employers must have established programs to enhance
the leadership skills of veteran employees during their employment. A
leadership program does not need to be provided exclusively to veterans
in order to satisfy this criterion. For example, an employer could
satisfy this criterion by offering a program to enhance leadership
skills to all employees as long as veteran employees may participate.
The primary concern for this criterion is that veterans have the
opportunity to enhance their leadership skills and not that such
programs only benefit veterans.
As with the employee veteran organization or resource group
criterion, the leadership program must be in existence as of December
31, of the year prior to the calendar year in which the employer
applies for the award.
Human Resources Criteria: Sec. 3(b)(1)(C)(iv) of the Act
establishes a criterion related to human resources support for
veterans. Unlike the previous criteria, the human resources
requirements vary based on the size of employer. Requirements for the
human resources criteria are discussed in additional detail in the
introduction to the small employer and medium employer award criteria.
Pay Differential Criterion: The Act also sets out a pay
differential criterion in sec. 3(b)(1)(C)(v). To satisfy this
criterion, employers must provide each of its employees serving on
active duty in the United States National Guard or Reserve with
compensation sufficient, in combination with the employee's active duty
pay, to achieve a combined level of income commensurate with the
employee's salary prior to undertaking active duty. This criterion
contains a couple of key terms--active duty and salary--that are
defined in proposed Sec. 1011.005 and explained in the corresponding
definitions preamble text.
Additionally, VETS requests comments on whether to establish a
minimum amount of time that an employer must provide the pay
differential in order to satisfy the criterion. Currently, the proposed
regulation offers no minimum, which means that the employer must
provide the differential for as long as the employee is on active duty.
Tuition Assistance Program Criterion: Finally, the Act at sec.
3(b)(1)(C)(vi) includes a criterion that requires an employer to
establish a tuition assistance program to support veteran employees'
attendance in post-secondary education during the term of their
employment. As with the leadership program criterion, this benefit need
not be exclusively for veteran employees as long as veteran employees
are able to benefit from it. Additionally, this assistance may take
many forms, including financial assistance, leave assistance, or
discounts on postsecondary education. Postsecondary education is
defined in Sec. 1011.005.
Other Criteria: In addition to the criteria established by the Act
for large employers, sec. 3(b)(1)(E) permits the VETS to establish
additional criteria. As discussed in the preamble for proposed Sec.
1011.120, VETS has established an additional criterion regarding
veteran-specific labor violations. VETS requests comments on what other
criteria it should establish, such as criteria connecting employers to
the workforce development system.
Section 1011.100: What are the criteria for the large employer HIRE
Vets Medallion Award?
Proposed Sec. 1011.100 sets out the criteria for the large
employer awards as established in sec. 3(b)(1)(B)-(C) of the Act. These
criteria are described in greater detail in the introduction to this
subpart.
Paragraph (a)(1) implements sec. 3(b)(1)(A) of the Act, which
states the size requirements for the large employer award.
Paragraph (a)(2) includes the criterion, further explained in
proposed Sec. 1011.120, that employers are not eligible for an award
if they have violated certain labor protections.
Paragraphs (a)(3)-(6) implement the additional criteria for the
large employer gold award at sec. 3(b)(1)(B) of the Act.
Paragraph (b) sets out the requirements for the large employer
platinum award.
As with paragraph (a)(1), paragraph (b)(1) implements sec.
3(b)(1)(A) of the Act, which states the size requirements for the large
employer award.
Paragraph (b)(2), as with paragraph (a)(2), includes the criterion,
further explained in proposed Sec. 1011.120, that employers are not
eligible for an award if they have violated certain labor protections.
Paragraphs (b)(3)-(b)(6) set out the large employer gold criteria
in section 3(b)(1)(B) of the Act that also apply to the large employer
platinum criteria per sec. 3(b)(1)(C)(i).
Paragraph (b)(7) implements the dedicated human resources
professional criterion at sec. 3(b)(1)(C)(iv) of the Act. ``Dedicated
human resources professional'' is further explained in proposed Sec.
1011.005 (the definitions section) and the accompanying preamble text.
Additionally, as further explained in proposed Sec. 1011.115, there is
an exemption for employers with 5,000 or fewer employees.
Paragraphs (b)(8) and (b)(9) set out the criteria at sec.
3(b)(1)(C)(v)-(vi) of the Act.
[[Page 39376]]
Small and Medium Employer Awards
Sec. 3(b)(2) of the HIRE Vets Act authorizes VETS to establish
criteria for small and medium employers. In examining which criteria
should apply to the awards for small and medium employers, this
proposed rule attempts to balance two sometimes conflicting objectives.
First, this rule seeks to ensure simplicity by keeping unique criteria
for which employers must familiarize themselves to a minimum. Second,
the proposed rule attempts to take into account the potentially
different structures and resources of small and medium employers.
In balancing these objectives, the proposed rule adopts most of the
large employer criteria for the small and medium employer awards, but
the criteria for small and medium employers differ in three fundamental
ways.
First, instead of requiring the small and medium employers to meet
all of the criteria outlined for the large employers, the criteria for
the small and medium employers include more options and alternatives.
For example, employers applying for the small platinum award need only
have two of the five forms of integration assistance identified for the
large employer platinum award. Likewise, instead of needing to meet
both the hiring criterion and the retention criterion, small and medium
employers must meet either the hiring criterion or a criterion that
includes retention and veteran employee percentage.
The second major difference is the inclusion of this ``veteran
employee percentage'' criterion for the small and medium employers. For
small and medium employers who might not meet the hiring criterion,
they may qualify for an award if they meet the retention requirements
and if a certain percentage (7 percent for the gold and 10 percent for
the platinum) of the employer's employees during the last year were
veterans. The proposed rule includes this option to allow small and
medium employers who did not hire last year, but demonstrated their
commitment to veteran employment by hiring the year before, to receive
a medallion for their longer term veteran hiring efforts.
This proposed veteran employee percentage criterion is required in
addition to the retention criterion to ensure that the employer has
provided a commitment to veteran employment. Because small and medium
employers have the choice between meeting the hiring criterion or the
retention criterion, if the percentage of veteran employees criterion
was not added to the retention criterion, an employer with 499
employees could qualify for an award even if it only had a single
veteran employee (so long as it had hired that veteran employee two
years ago and had retained that veteran employee for at least twelve
months). The addition of the veteran employee percentage criterion
ensures employers are making substantive efforts to employ veterans
even if they do not meet the hiring criterion. The veteran employee
percentage criterion uses 7 percent as the minimum requirement for the
gold award and 10 percent for the platinum. These percentages were
selected to reflect the requirements of the hiring criterion. VETS
requests comments on whether a small or medium employer that meets the
other criteria but does not meet the hiring or retention criteria
should receive an award if that employer meets the veteran employee
percentage test. The Department also requests comments on whether
percentages other than 7 and 10 should be used for this criterion.
The proposed rule also establishes that to measure this veteran
employee percentage criterion, an employer must use a snapshot analysis
of what percentage of its employees were veterans on December 31 of the
year prior to the year in which the employer applies for the award.
VETS also requests comments on whether a snapshot on December 31 is an
appropriate way to measure this criterion.
Finally, the human resources criterion for small and medium
employer awards differs from the human resources criterion for the
large employer awards. Small and medium employers often do not have the
same human resource support as large employers. Consequently, under
this proposed rule, small and medium employers are instead required to
meet a similar requirement of providing hiring, training, and retention
services for veteran employees. This is further described in the
definition of ``human resources veterans' initiative'' at proposed
Sec. 1011.005.
Section 1011.105: What are the criteria for the medium employer HIRE
Vets Medallion Award?
Proposed Sec. 1011.105 sets out the criteria for the medium
employer gold and platinum awards. Paragraph (a) contains the
requirements for the medium employer gold award and paragraph (b)
contains the requirements for the medium employer platinum award.
Paragraph (a)(1) implements sec. 3(b)(2)(B) of the Act, which
states that the medium employer award is for employers with more than
50 but fewer than 500 employees.
Paragraph (a)(2) includes the criterion, further explained in
proposed Sec. 1011.120, that employers are not eligible for an award
if they have violated certain labor protections.
Paragraph (a)(3) sets out a criterion with two alternatives. To
satisfy this criterion, employers must meet at least one of the two
alternative criteria: The hiring criterion or the retention plus
veteran employee percentage criterion. So long as the employer meets at
least one of the two alternative criteria, it need not meet the other.
Paragraph (a)(4) sets out another criterion with alternatives. This
criterion is similar to the large employer gold award criteria in that
it includes both forms of integration assistance included in the large
employer gold award. However, unlike with the large employer gold
award, medium employers applying for the gold award need only have one
of the two forms of integration assistance: Either an employee veteran
organization/resource group or a leadership program; the medium
employer need not have both to satisfy this criterion. However, VETS
requests comments as to rather the employer should be required to meet
both of these requirements for the medium employer gold award.
Paragraphs (b)(1)-(5) set out the requirements for the medium
employer platinum award. Paragraphs (b)(1)-(3) are the same
requirements that paragraphs (a)(1)-(3) establish for the medium
employer gold award. However, the percentages in paragraph (b)(3) are
higher than those at (a)(3) to reflect the higher standard to which
platinum applicants will be held. Paragraph (b)(4) is similar to the
medium employer gold integration assistance requirements in paragraph
(a)(4). However, paragraph (b)(4) requires the employer to have both an
employee veteran organization/resource group and a leadership program.
This difference also reflects the fact that recipients of the platinum
awards should be held to a higher standard.
Paragraph (b)(5) is an additional requirement that distinguishes
the medium employer platinum award from the medium employer gold award.
Paragraph (b)(5) requires that applicants for the medium employer
platinum award must also offer one of the forms of integration
assistance required for the large employer platinum award. By allowing
applicants for the medium employer platinum award to choose between the
various forms of integration assistance that qualify an employer for
[[Page 39377]]
the large employer platinum award, the proposed rule recognizes that
medium employers will likely not have as many resources as large
employers. However, by still requiring applicants for the medium
employer platinum award to provide at least one of these forms of
integration assistance, the proposed rule ensures that the prestige of
the medium employer platinum award is commensurate with that of the
large employer platinum award.
Section 1011.110: What are the criteria for the small employer HIRE
Vets Medallion Award?
Proposed Sec. 1011.110 sets out the criteria for the small
employer gold and platinum awards. Paragraph (a) contains the
requirements for the small employer gold award and paragraph (b)
contains the requirements for the small employer platinum award.
Paragraph (a)(1) implements sec. 3(b)(2)(A) of the Act, which
states that the small employer award is for employers with 50 or fewer
employees.
Paragraph (a)(2) includes the criterion, further explained in Sec.
1011.120, that employers are not eligible for an award if they have
violated certain labor protections.
Paragraph (a)(3) sets out a criterion with two alternatives. To
satisfy this criterion, employers must meet at least one of the two
alternative criteria: The hiring criteria or the retention plus veteran
employee percentage criteria. So long as the employer meets at least
one of the two alternative criteria, it need not meet the other.
Paragraphs (b)(1)-(4) set out the requirements for the small
employer platinum award.
Paragraphs (b)(1)-(3) are the same requirements that paragraphs
(a)(1)-(3) establish for the small employer gold award. However, the
percentages in paragraph (b)(3) are higher than those at (a)(3) to
reflect the higher standard to which platinum applicants will be held.
Paragraph (b)(4) is an additional requirement that distinguishes the
small employer platinum award from the small employer gold award. This
criterion requires that an employer have at least two of the five forms
of integration assistance identified for the large employer platinum
award. This proposal allows small employers to have additional
flexibility in recognition of the differences in their resources and
structure from large employers while also ensuring that recipients of
the platinum award are held to a high standard in providing support for
their veteran employees.
Section 1011.115: Is there an exemption for certain large employers
from the dedicated human resources professional criterion for the large
employer platinum HIRE Vets Medallion Award?
Proposed Sec. 1011.115 implements sec. 3(b)(1)(D) of the Act,
which provides an exemption for large employers who employ 5,000 or
fewer employees from needing to satisfy the full-time dedicated human
resources professional criterion for the large employer platinum award
that is set out in Sec. 1011.100(b)(7) of this proposed rule. For
additional information on how this regulation defines ``dedicated human
resources professional,'' please see the definitions section of this
proposed rule at Sec. 1011.005 and accompanying preamble.
Section 1011.120: Under what circumstances will VETS find an employer
ineligible to receive a HIRE Vets Medallion Award for a violation of
labor law?
Proposed Sec. 1011.120 outlines the circumstances that would
disqualify or delay an employer from receiving a HIRE Vets Medallion
Award. The HIRE Vets Medallion Award recognizes those employers that
recruit, employ, and retain veterans. Consistent with this goal, VETS
proposes to disqualify from consideration those employers that have
incurred violations under labor laws protecting veterans as
administered by, or in conjunction with, VETS and the Office of Federal
Contract Compliance Programs (OFCCP). Additionally, VETS proposes that
employers debarred from holding federal contracts pursuant to the laws
identified in this section would also be ineligible for the duration of
the debarment, as would employers that, pursuant to the laws identified
in this section, have had contracts terminated within a specified
period of time prior to the issuance of an award. Finally, Sec.
1011.120 would provide VETS with the discretion to delay the issuance
of an award if it has information indicating that a significant
violation of one of these laws has occurred that could lead to one of
the disqualifying events discussed above.
Proposed paragraph (a) of this section provides that any employer
with an adverse labor law decision, stipulated agreement, contract
debarment, or contract termination (as defined in proposed paragraphs
(b) through (e) of this section), pursuant to specifically enumerated
laws administered by VETS, will not be eligible to receive an award.
The proposed list of specifically enumerated laws includes the
following:
Uniform Services Employment and Reemployment Rights Act
(USERRA);
Vietnam Era Veterans' Readjustment Assistance Act, as
amended (VEVRAA).
An adverse labor law decision is defined in proposed paragraph (b)
of this section as a civil or criminal court judgment, a final
administrative merits determination of an administrative adjudicative
board or commission, or a decision of an administrative law judge or
other administrative judge that is not appealed and that becomes the
final agency action. The term ``civil or criminal court judgment'' is
intended to include any final judgment of a trial court or appellate
court level that has not been overturned at the time the award is to be
issued. The proposed paragraph (b) goes on to establish a timeframe
within which such decisions would render an employer ineligible for an
award: A decision issued in the calendar year prior to the year in
which applications are solicited; or in the calendar year in which
applications are solicited, up until the issuance of the award.
A stipulated agreement that would disqualify an employer from
receiving an award is defined in proposed paragraph (c) of this
section. This definition includes any agreement, including a settlement
agreement, conciliation, agreement, consent decree, or other similar
document, which contains an admission that the employer violated any of
the laws outlined in paragraph (a). An agreement that states that it
does not constitute evidence or admission of wrongdoing would not fall
under this definition. As with paragraph (b), this proposed paragraph
also sets forth that any such agreement that was entered into in the
calendar year prior to the year in which applications are solicited, or
in the calendar year in which applications are solicited up until the
issuance of the award, would render the employer ineligible for an
award. VETS seeks comments on whether certain violations of these laws
should not result in disqualification.
Proposed paragraphs (d) and (e) define the terms ``contract
debarment'' and ``contract termination,'' respectively. They cover
debarments or terminations of federal contracts effected through an
order or voluntary agreement pursuant to any of the laws listed in
proposed paragraph (a). Accordingly, as proposed, these definitions
would not cover employers whose federal contracts were debarred or
terminated pursuant to laws other than those identified in paragraph
(a). Proposed paragraph (e) clarifies that, for contract terminations,
the same
[[Page 39378]]
ineligibility timeframe as in paragraphs (b) and (c) applies--a
termination that occurred in the calendar year prior to the year in
which applications are solicited, or in the calendar year in which
applications are solicited up until the issuance of the award. For
debarments, proposed paragraph (d) sets forth that an employer will be
ineligible for the duration of time the debarment is in effect,
regardless of when it was first entered.
Proposed paragraph (f) states that, even in the absence of the
specific triggering events in proposed paragraphs (b) through (e), if
VETS has credible information indicating that a significant violation
of one of the laws in paragraph (a) may have occurred that could
potentially result in one of the triggering events requiring
disqualification, VETS retains the discretion to delay granting an
award.
VETS specifically requests comments on several provisions of this
section. First, VETS seeks comments on whether to expand the list to
include additional laws administered by, or in conjunction with, the
Department, such as the Fair Labor Standards Act; the Occupational
Safety and Health Act of 1970 (OSHA); or the Mine Safety and Health
Act. The proposed language is limited to laws that provide labor
protections specific to veterans because the focus of this rule is on
the hiring and retention of veterans.
Second, VETS is specifically interested in comments on the proposed
basis for disqualifying an employer from receiving an award, including
the scope of the definitions set forth in paragraphs (b) through (e),
whether additional disqualifying events should be added, and whether
the stated timeframes in which one of these triggering events will
disqualify an employer should be adjusted. Third, VETS seeks comments
on whether it should consider the nature of the violation (e.g., the
magnitude of the violation; whether an applicant committed more than
one violation during the relevant time period) as a factor in whether a
violation is disqualifying. Fourth, VETS requests specific comment as
to whether contract debarments under additional laws should disqualify
an employer from receiving an award. VETS notes that changes to the
labor violations included in this section will impact the cost of the
program and, therefore, the application fees. A dramatic increase in
the number of violations triggering disqualification would likely
result in a noticeable increase to the application fees. Finally, with
regard to proposed paragraph (f), VETS seeks comments on whether it is
advisable to delay awards in those circumstances where it has
information suggesting a significant violation may have occurred,
whether ``credible information suggesting a significant violation'' is
an appropriate standard, and/or whether a different standard should be
set.
Subpart C--Application Process
Section 1011.200: How will VETS administer the HIRE Vets Medallion
Award process?
Proposed Sec. 1011.200 implements the requirements in sec. 2(b) of
the Act regarding the award application process. Proposed Sec.
1011.200 retains the statutory language with minor adjustments for
context.
Section 1011.205: What is the timing of the HIRE Vets Medallion Award
process?
Proposed Sec. 1011.205 sets out the timing for the awards.
The introductory paragraph implements the language in sec. 3(a)(1)
of the Act and cross-references the application cap section.
Paragraph (a) establishes a timeframe for when an employer's
actions may qualify it for an award. This language is necessary in
order to clarify what time period the award covers and to make the
award process administratively feasible. Additionally, this language is
consistent with the requirement in sec. 3(a)(2) of the Act, which
states that VETS shall require the submission of information from
employers about efforts from the calendar year prior to that in which
the award is to be awarded.
Paragraphs (b)-(e) reflect the statutory language at sec. 2(c) of
the Act but paragraph (c) of Sec. 1011.205 provides additional clarity
to employers about when applications are due.
Paragraph (f) implements the statutory language at sec. 2(c)(5) of
the Act. Additionally, paragraph (f) clarifies that applicants who
receive a denial will also receive notice of the denial along the same
timeline as the award notices.
Section 1011.210: How often can an employer receive the HIRE Vets
Medallion Award?
Proposed Sec. 1011.210 repeats the language in sec. 2(d) of the
Act, which sets limitations on how frequently an employer is eligible
to receive an award.
Section 1011.215: How will the employer complete the application for
the HIRE Vets Medallion Award?
Proposed Sec. 1011.215 describes the application process and
implements requirements in sec. 3(a) of the HIRE Vets Act.
Paragraph (a) implements sec. 3(a)(2) of the Act.
Paragraph (b) makes clear that VETS may request information in
addition to information relevant to determining whether an employer
qualifies for an award. VETS may collect other information that might
support the awards program, such as success stories. This paragraph is
authorized under sec. 3(a)(2) of the Act, which authorizes VETS to
require applicants to provide information in addition to information
governing eligibility for an award.
Paragraph (c) implements the attestation requirement of sec.
3(a)(2) of the Act and clarifies that the individual providing the
attestation can be an equivalent official if an employer does not have
a chief executive officer or chief human resources officer.
Paragraph (d) provides that the application form will be made
available on the HIRE Vets Web site maintained by VETS.
Paragraph (e) describes how applicants can submit the application
form. VETS requires all applicants to submit the completed application
electronically unless the applicant requests a reasonable accommodation
under paragraph (f). Electronic submittal is more efficient and less
costly to the applicant and to the agency for processing.
Paragraph (f) describes how VETS will provide a reasonable
accommodation to applicants.
Paragraph (g) provides that if an employer's application is deemed
incomplete, VETS will attempt to contact the employer for the missing
information using the contact information provided on the application.
Should the applicant not respond within the timeframe provided, the
application will be deemed incomplete and will be denied.
Section 1011.220: How will VETS verify a HIRE Vets Medallion Award
application?
Proposed Sec. 1011.220 implements the requirements at sec. 3(a)(3)
of the Act, which require the Secretary to verify all information
provided in the applications to the extent that such information is
relevant in determining whether or not an employer should receive an
award or in determining the appropriate level of award. The second
sentence of proposed Sec. 1011.220 explains that this verification
will be conducted by reviewing the information that the employer is
required to submit with the application. The application will require
that employers provide information to show that they have met the
criteria for the awards and to attest
[[Page 39379]]
to the veracity of that information. VETS has narrowly tailored its
request for additional information to minimize the cost of applying for
the award and because the requirement that the chief executive officer,
the chief human resources officer, or an equivalent official attest
under penalty of perjury that the information provided is accurate will
provide a strong deterrent against false applications.
Section 1011.225: Under what circumstances will VETS conduct further
review of an application?
Proposed Sec. 1011.225 establishes that VETS may conduct further
review of an application if VETS becomes aware of facts that indicate
the application might have included incorrect information or that the
applicant is ineligible under Sec. 1011.120. The proposed section
describes the circumstances under which VETS will conduct this further
review. This is intended to ensure that awards are only given to
employers who actually meet the award criteria. If VETS initiates such
review prior to issuing the Award, VETS will not be required to meet
the timeline requirements in this part.
Section 1011.230: Under what circumstances can VETS deny or revoke an
award?
Proposed Sec. 1011.230 describes the circumstances under which
VETS can deny or revoke an award. Paragraph (a) applies before the
receipt of an award, and paragraph (b) applies after the receipt of an
award. Under both paragraphs (a) and (b), VETS may either deny or
revoke an award, as applicable, based on an employer's failure to
provide documentation, VETS' determination that the employer's chief
executive officer, the chief human resources officer, or an equivalent
official falsely attested to information provided with an award
application, or the determination that an employer is ineligible to
receive an award pursuant to Sec. 1011.120. VETS notes that it can
deny or revoke an award for both intentional and unintentional false
statements by an employer's chief executive officer, the chief human
resources officer, or an equivalent official.
Paragraph (b)(4) states that VETS may also revoke an award for
violations of the display restrictions at Sec. 1011.405.
Paragraph (c) includes the reconsideration process that will be
followed if VETS decides to deny or revoke an award.
Subpart D--Fees and Caps
Section 1011.300: What are the application fees for the HIRE Vets
Medallion Award?
Proposed Sec. 1011.300 sets out the application fees for the HIRE
Vets Medallion Awards.
Paragraph (a) summarizes the requirement in sec. 5(b) of the Act
that the Secretary must establish an application fee that covers the
cost of the program.
Paragraph (b) explains that VETS periodically will use the Implicit
Price Deflator for Gross Domestic Product (GDP Price Deflator)
published by the U.S. Department of Commerce to adjust the fee for
inflation. The GDP Price Deflator measures inflation by taking the
current prices of all domestic production of final goods and services
in the U.S. economy (nominal GDP) and converting it into constant-
dollars to measure the change in price levels. The GDP includes the
output from the entire U.S. economy and will include any changes in
consumption or investment. To capture the price increases that occur
year to year in the cost of material and services, it will be necessary
to escalate the fee using the GDP Deflator, which should capture the
inflation occurring in the economy.
Paragraph (b)(1) clarifies the process VETS will use if it needs to
make a significant adjustment to the fee for any reason other than
inflation.
Paragraph (b)(2) provides that VETS will round the fee to the
nearest dollar. VETS would do this for the administrative ease of both
the agency and the applicants.
The fees identified in the paragraph (b) table were reached by
analyzing the costs of the program and the amount of review each
application will require. This analysis is discussed further in the
``Application Fee'' section of the Regulatory Procedures section of
this preamble.
Paragraph (c) provides that fees will be submitted by applicants
under the HIRE Vets Medallion Program using the U.S. Treasury pay.gov
system or an equivalent system. Pay.gov provides a proven, secure
electronic payment method that facilitates employers paying the
requisite fee to apply for the award. Pay.gov (https://www.pay.gov)
will allow employers to make electronic payments to the Federal
government using the Internet. Instructions for making the application
fee payment will be included in the instructions for the application
form. This method of payment provides an efficient and effective method
of receiving and tracking fee payments for the Act.
Paragraph (d) provides that the application fees are nonrefundable.
Section 1011.305: May VETS set a limit on how many applications will be
accepted in a year?
Proposed Sec. 1011.305 provides that VETS may limit how many
applications it will accept in a given year. The proposed rule includes
this provision so that VETS can prevent the system for reviewing
applications from being overwhelmed by the number of applications in
the first few years of the program. Should VETS decide to set a limit
for how many applications will be accepted in a year, it will provide
notice in advance of the application acceptance period on this number
of applications that will be accepted.
Subpart E--Design and Display
Section 1011.400: What does a successful applicant receive?
Proposed Sec. 1011.400 describes what recipients of the HIRE Vets
Medallion Award will receive.
Paragraph (a) implements the statutory language at sec. 3(c) of the
Act.
Paragraph (b) explains that VETS will create a digital image of the
Medallion for recipients to use. This provision is proposed because
recipients will likely want to display the award on digital platforms.
Section 1011.405: What are the restrictions on display and use of the
HIRE Vets Medallion Award?
Proposed Sec. 1011.405 implements sec. 4 of the Act.
Subpart F--Requests for Reconsideration
Section 1011.500: What is the process to request reconsideration of a
denial or revocation?
Proposed Sec. 1011.500 describes the reconsideration process
applicants may use to request reconsideration over the denial of an
award, the revocation of an award, or the denial of a particular award
level. Because the reconsideration process applies to a voluntary award
and because any reconsideration process must be paid for out of
applicant fees, VETS has proposed a simple and limited reconsideration
process to prevent a complicated reconsideration process from driving
up the costs of the award application fees.
Paragraph (a) describes the circumstances under which an applicant
may request reconsideration for a determination and the timeline for
that request. Paragraph (a) also clarifies
[[Page 39380]]
where a request for reconsideration must be submitted.
Paragraph (b) describes what an employer must include in its
request for reconsideration.
Paragraph (c) states that VETS may request additional evidence or
explanation from an employer requesting reconsideration.
Paragraph (d) provides the timeline for VETS to respond to a
request for reconsideration with a determination about whether to grant
or deny the request.
Paragraph (e) states that no additional Department review is
available. Therefore, no additional administrative review is available
anywhere in the Department.
Subpart G--Record Retention
Section 1011.600: What are the record retention requirements for the
HIRE Vets Medallion Award?
This section is necessary to protect the integrity of the awards.
VETS chose a record retention period of two years to provide sufficient
time to examine any issues that arise from applications while not being
unduly burdensome to applicants.
Regulatory Procedures
Executive Orders 12866 and 13563: Regulatory Planning and Review
Introduction
Executive Order 13563 directs agencies to propose or adopt a
regulation only upon a reasoned determination that its benefits justify
its costs; tailor the regulation to impose the least burden on society,
consistent with achieving the regulatory objectives; and in choosing
among alternative regulatory approaches, select those approaches that
maximize net benefits. Executive Order 13563 recognizes that some
benefits are difficult to quantify and provides that, where appropriate
and permitted by law, agencies may consider and discuss qualitatively
values that are difficult or impossible to quantify, including equity,
human dignity, fairness, and distributive impacts.
Under Executive Order 12866, the Office of Management and Budget
(OMB) must determine whether a regulatory action is significant and
therefore subject to the requirements of that Executive Order and to
review by OMB. 58 FR 51735. Section 3(f) of Executive Order 12866
defines a ``significant regulatory action'' as an action that is likely
to result in a rule that: (1) Has an annual effect on the economy of
$100 million or more, or adversely affects in a material way a sector
of the economy, productivity, competition, jobs, the environment,
public health or safety, or State, local or tribal governments or
communities (also referred to as economically significant); (2) creates
serious inconsistency or otherwise interferes with an action taken or
planned by another agency; (3) materially alters the budgetary impacts
of entitlement grants, user fees, or loan programs, or the rights and
obligations of recipients thereof; or (4) raises novel legal or policy
issues arising out of legal mandates, the President's priorities, or
the principles set forth in Executive Order 12866. Id.
The Office of Management Budget did not find rule significant under
Executive Order 12866 and, therefore, waived review. We analyzed costs
and benefits of this rule using 2016 employment and wage data from the
Bureau of Labor Statistics. The cost analysis uses a ten year time
horizon. This benefits analysis is qualitative and appears at the end
of this section. Since the benefits analysis is qualitative, there will
be no analysis of net benefits (benefits minus costs). VETS's estimates
of costs are presented as follows:
Veteran employment and potential eligibility for the
award--Estimates how many employers may meet the application
requirements of the award.
Unit costs--Estimates the unit costs of complying with the
application requirements of the award.
Participation rates--Estimates how many eligible employers
will potentially choose to apply for the award.
Government costs--Estimates the costs to the government
for processing the applications and the costs to develop the system to
support the review and approval process.
Total annualized costs--Estimates the total annualized
private and government costs of the program.
Costs for this regulation are uncertain due partly to the program
being entirely new with no obvious equivalents; VETS cannot anticipate
the number of employers that will choose to participate in the program.
For this reason, this analysis contains estimates that are based on
very limited data. This is the first veteran hiring award established
by the Department to recognize employers for their accomplishments in
recruiting, retaining, and hiring veterans. VETS welcomes comments on
all of the estimates provided below.
Veteran Employment and Potential Eligibility for the Award
As of 2016 there were 20.9 million veterans,\1\ making up 10
percent of the civilian non-institutionalized population over the age
of 18. While the total number of veterans varies over time, there are
between 240,000 and 360,000 service members who leave military service
each year according to a 2013 White House report.\2\ In 2016 there were
10 million veterans employed according to data collected from the
Current Population Survey and reported by the Bureau of Labor
Statistics (BLS) making up close to 7 percent of the U.S. employed
population.
---------------------------------------------------------------------------
\1\ Bureau of Labor Statistics, U.S. Department of Labor,
Current Population Survey, 2016.
\2\ Watson, Ben, (2014) Veteran Unemployment Rate Drops, But
Still Outpaces the Rest of the Country. www.defenceone.com, May
2,2014. Retrieved from: https://www.defenseone.com/news/2014/05/D1-Watson-veteran-unemployment-rate-drops-still-outpaces-rest-country/83692/.
---------------------------------------------------------------------------
The three leading industry sectors for veteran employment are
Manufacturing (NAICS code 31-33), with 1.3 million veterans; Wholesale
and retail trade (NAICS code 42, 44-45) with 1.1 million veterans; and
Professional and business services (NAICS code 54-56) with 1.1 million
veterans. Evaluating veteran employment as a percentage of total
employment by industry highlights the various industries where veterans
make up more than 7 percent of the employed population. Based on the
data, it appears there are many industries where a typical employer can
readily meet the basic criteria of hiring 7 percent or more veteran
employees while it may be more difficult in other industries.
Veteran employment levels at the 3 digit NAICS level (industry
subsectors) were mapped to BLS data from the Current Employment Survey
to derive veteran employment as a percentage of total employees by
NAICS code. The results of this comparison are presented in Table 1. A
majority of private industry subsectors have veteran employment with 7
percent or higher; the industries with the highest percentages were the
Petroleum and coal products industry with 22.4 percent veteran
employment, followed by Utilities with 20.5 percent veteran employment.
The two industries with the lowest percentage of veteran employment
are: Management of companies and enterprises with 0.5 percent and
Internet publishing and broadcasting and web search portals with 1.0
percent veteran employment. Other industry sectors where the percentage
of veterans employed is
[[Page 39381]]
lower than the national average are Healthcare and Social assistance
sector with 3.5 percent, and the Accommodations and food services
sector with 1.6 percent veteran employment. The concentration of
veteran employment in Utilities and Manufacturing industries is a
reflection of the type of military experience many veterans offer when
seeking jobs that match their skill set.
Table 1--Veteran Employment in 2016
----------------------------------------------------------------------------------------------------------------
Veteran Total Percent of
Industry employment \1\ employment \2\ veterans
(in thousands) (in thousands) employed (%)
----------------------------------------------------------------------------------------------------------------
Total Employment................................................ 10,129 151,423 6.7
Mining, quarrying, and oil and gas.............................. 92 626 14.7
Construction.................................................... 588 6711 8.8
Manufacturing................................................... 1,285 12,348 10.4
Durable goods manufacturing..................................... 898 7,719 11.6
Nonmetallic mineral products................................ 39 408 9.6
Primary metals and fabricated metal products................ 156 1,763 8.8
Machinery manufacturing..................................... 125 1,080 11.6
Computers and electronic products........................... 113 1,048 10.8
Electrical equipment and appliances......................... 30 383 7.8
Transportation equipment.................................... 269 1,625 16.6
Wood products............................................... 34 392 8.7
Furniture and fixtures...................................... 28 389 7.2
Miscellaneous manufacturing................................. 103 591. 17.4
Nondurable goods manufacturing.................................. 387 4,629 8.4
Food manufacturing.......................................... 92 1,554 5.9
Beverage and tobacco products............................... 26 233 11.2
Textiles, apparel, and leather.............................. 23 371 6.2
Paper and printing.......................................... 76 818 9.3
Petroleum and coal products................................. 25 112 22.4
Chemicals................................................... 106 811 13.1
Plastics and rubber products................................ 38 699 5.4
Wholesale and retail trade...................................... 1,090 21,687 5.0
Wholesale trade................................................. 260 5,867 4.4
Retail trade.................................................... 830 15,820 5.2
Transportation and utilities.................................... 753 5,546 13.6
Transportation and warehousing.................................. 638 4,989 12.8
Utilities....................................................... 114 556 20.5
Information..................................................... 180 2,772 6.5
Publishing, except Internet..................................... 15 730 2.1
Motion pictures and sound recording industries.................. 13 420 3.1
Radio and TV broadcasting and cable subscriptions programming... 42 269 15.6
Internet publishing and broadcasting and web search portals..... 2 201 1.0
Telecommunications.............................................. 96 795 12.1
Data processing, hosting, and related services.................. 10 300 3.3
Libraries, archives, and other information services............. 2 59 3.4
Financial activities............................................ 496 8,285 6.0
Finance and insurance........................................... 309 6,142 5.0
Finance..................................................... 174 3,559 4.9
Insurance................................................... 135 2,583 5.2
Real estate and rental and leasing.............................. 187 2,143 8.7
Real estate................................................. 146 1,559 9.4
Rental and leasing services................................. 41 583 7.0
Professional and business services.............................. 1,092 20,136 5.4
Professional and technical services............................. 658 8,877 7.4
Management, administrative, and waste services.................. 433 11,259 3.8
Management of companies and enterprises..................... 11 2,241 0.5
Administrative and support services......................... 384 8,613 4.5
Waste management and remediation services................... 38 405 9.4
Education and health services................................... 826 22,616 3.7
Educational services............................................ 161 3,560 4.5
Health care and social assistance............................... 664 19,056 3.5
Hospitals................................................... 266 5,025 5.3
Health services, except hospitals........................... 322 10,396 3.1
Social assistance........................................... 76 3,636 2.1
Leisure and hospitality......................................... 344 15,620 2.2
Arts, entertainment, and recreation............................. 128 2,235 5.7
Accommodation and food services................................. 216 13,386 1.6
Accommodation............................................... 49 1,947 2.5
Food services and drinking places........................... 167 11,439 1.5
Other services.................................................. 351 5,685 6.2
Other services, except private households....................... 337 4,961 6.8
Repair and maintenance...................................... 150 1,289 11.6
Personal and laundry services............................... 68 1,445 4.7
[[Page 39382]]
Membership associations and organizations................... 119 2,950 4.0
Government--Local \3\........................................... 708 14,339 4.9
----------------------------------------------------------------------------------------------------------------
Source:
\1\ Bureau of Labor Statistics, Current Population Survey, 2016.
\2\ Bureau of Labor Statistics, Current Employment Statistics, 2016.
\3\ U.S. Census of Governments, 2012.
(See Spreadsheets, Exhibit X for all sources and derivation).
The job posting site Indeed\3\ identified five occupational
categories where veterans have the highest levels of employment. These
are: Transportation and Material Moving, Installation Maintenance and
Repair, Protective Service, Management, and Construction and
Extraction. Many veterans find the skills and experience they developed
while in the military align better with these occupations, making the
transition to a civilian job easier.\3\
---------------------------------------------------------------------------
\3\ Culbertson, Daniel, (2016) A Deep Look at the Data: How Are
Veterans Doing in Today's Workforce? Indeed blog, November 10, 2016.
Retrieved from: https://blog.indeed.com/2016/11/10/veterans-employment/.
---------------------------------------------------------------------------
Due to the fact the proposed award program requires a fee, it was
determined that employers with less than five employees, are relatively
unlikely to participate in the program (although they are still
eligible to apply for the award if they choose). Very small employers
with less than 5 employees will most likely not hire often or may not
choose to invest resources in actions that would qualify them for the
award program, thus this analysis contains three groupings of employer
size: small employers with 5 to 49 employees; medium employers with 50
to 499 employees; and large employers with over 500 employees. These
groupings were based on the availability of data in the U.S. Census
Bureau, 2014 Statistics of U.S. Businesses (SUSB),\4\ which closely
approximates the definition of small, medium and large employers in the
statute. The SUSB data showed a total of 2,361,000 employers with more
than four employees. However, knowing the percentage of veterans in an
industry's work force does not indicate how many employers in that
industry can meet the quantitative criteria for receiving the award.
For example, if 7 percent of an industry's workforce is veterans there
will be many employers that are above and below this average in any
given year's hiring. In order to estimate the number of potentially
eligible employers (those meeting the quantitative criteria) in an
industry, we need to be able to estimate the effects of turnover on the
ability to meet retention criteria, the percentage of employers that
hire 7 percent or more veterans, and the percentage with 7 percent
employees in their current work forces. VETS welcomes comments on the
estimates of veteran employment, and the percentage of employers in
industries that meet or exceed the proposed hiring criteria of 7
percent veterans.
---------------------------------------------------------------------------
\4\ U.S. Census Bureau, 2014. Statistics of U.S. Businesses
Annual Datasets by Establishment Industry: U.S & States, NAICS,
detailed employment sizes. Accessed on 6/15/2017 at https://www.census.gov/data/datasets/2014/econ/susb/2014-susb.html.
Eligibility estimates by VETS. See text and spreadsheets
(exhibit X).
---------------------------------------------------------------------------
The effects of turnover on the ability to meet retention criteria
may be the most difficult quantitative criteria to estimate. Average
separation rates across all industries are such that if veterans are
typical of all workers, a 75 percent retention rate would be difficult
to meet.\5\ However, published separation rates include seasonal and
temporary employments, which are excluded under the definition of
``employee'' and subsequently from the calculation of retention rates
in this proposed rule. Absent more detailed data, VETS assumes that
half of the employers able to meet a 7 percent hiring rate will not be
able to meet a requirement for 75 percent retention. VETS welcomes
comments on the estimates of employment turn over, and the percentage
of employers in industries able to meet the retention criteria.
---------------------------------------------------------------------------
\5\ Bureau of Labor Statistics (BLS) Job Openings and Labor
Turnover (2017). News Release; For release 10:00 a.m. (EDT), July
11, 2017 https://www.bls.gov/news.release/pdf/jolts.pdf.
---------------------------------------------------------------------------
For this analysis, if we make the simplifying assumptions that the
percentage of veterans currently in the workforce are typical of
available new hires in an industry, and that each new hire and each
employee have an equal chance of being a veteran, then we can use the
binomial distribution to estimate the probability that an employer has
more than 7 percent veterans among new hires or more than 7 percent
veterans among existing employees. The binomial distribution is
designed to calculate the probability that 7 percent or more employees
in a set of employees are veterans given the probability of an event
(whether a given new hire or employee is a veteran). The application of
the binomial distribution requires estimates of the number of new hires
per year and the number of employees. For this purpose, VETS used U.S.
Census Bureau, 2014 Statistics of U.S. Businesses (SUSB) \6\ data on
the number of employers and employees for small employers, medium
employers and large employers. These averages of new hires were 13
employees per employer for small employers, 123 employees per employer
for medium employers and 3,000 employees per employer for large
employers. VETS estimated that these employers would hire 25 percent of
their workforce in any given year. The SUSB data shows a total of
2,311,602 employers with more than four employees. Of these, VETS
estimates that 424,952, or 18 percent of all employers in the size
range, would be potentially eligible for the program.
---------------------------------------------------------------------------
\6\ U.S. Census Bureau, 2014. Statistics of U.S. Businesses
Annual Datasets by Establishment Industry: U.S & States, NAICS,
detailed employment sizes. Accessed on 6/15/2017 at https://www.census.gov/data/datasets/2014/econ/susb/2014-susb.html.
Eligibility estimates by VETS. See text and spreadsheets
(exhibit X).
---------------------------------------------------------------------------
The complete formulas for the probability calculation are given in
the spread sheets (Docket exhibit X). There are four probabilities
needed for these calculations:
PH = probability more than 7 percent of new hires are veterans;
PE = the probability that more than 7 percent of employees are
veterans;
PR = the probability that 75 percent of veteran hires are retained
(estimated to be .5 in all cases); and
[[Page 39383]]
PLYH = the probability that an employer hired at least one veteran in
the year prior to the current year.
Given these probabilities the formula used in the calculations for
small and medium employers is:
Total probability = PH + (1-PH)*PE*PLYH*PR
For large employers, the formula is somewhat simpler:
Total Probability = PH + (1-PH)*PLYH*PR
Table 2 shows the results for the estimate of potentially eligible
employers by size class and industry.
Table 2--Estimate of Eligible Employers
----------------------------------------------------------------------------------------------------------------
Potentially eligible employers
Total ---------------------------------------------------
Industry employers Small Medium Large
(5+) employers employers employers Total
(5-49) (50-499) (500+)
----------------------------------------------------------------------------------------------------------------
Forestry, logging, fishing, hunting, and 2,837 536 389 93 1,017
trapping......................................
Mining, quarrying, and oil and gas extraction.. 9,350 3,377 1,322 0 4,700
Construction................................... 204,561 51,059 8,464 915 60,438
Nonmetallic mineral products................... 6,136 1,430 699 244 2,374
Primary metals and fabricated metal products... 35,064 7,638 3,613 1,025 12,276
Machinery manufacturing........................ 14,706 3,928 2,432 682 7,043
Computers and electronic products.............. 7,439 1,743 1,279 519 3,541
Electrical equipment and appliances............ 3,359 553 398 210 1,161
Transportation equipment....................... 6,458 2,121 1,575 550 4,246
Wood products.................................. 7,325 1,588 705 165 2,457
Furniture and fixtures......................... 7,641 1,417 456 84 1,958
Miscellaneous manufacturing.................... 11,429 5,057 1,344 340 6,741
Food manufacturing............................. 13,073 1,812 722 59 2,593
Beverage and tobacco products.................. 2,653 773 247 90 1,110
Textiles, apparel, and leather................. 6,238 998 264 24 1,286
Paper and printing............................. 14,483 3,426 1,404 350 5,179
Petroleum and coal products.................... 710 253 197 113 563
Chemicals...................................... 6,476 1,746 1,341 589 3,676
Plastics and rubber products................... 7,397 788 517 18 1,323
Wholesale trade................................ 133,958 15,239 2,664 2 17,905
Retail trade................................... 258,174 37,563 4,402 42 42,007
Transportation and warehousing................. 61,190 20,258 6,418 2,245 28,921
Utilities...................................... 2,837 1,185 640 194 2,019
Publishing, except Internet.................... 9,340 455 37 0 493
Motion pictures and sound recording industries. 4,802 395 30 0 425
Radio and TV broadcasting and cable 2,857 1,127 344 111 1,582
subscriptions programming.....................
Telecommunications............................. 3,705 1,097 498 160 1,755
Data processing, hosting, and related services. 4,885 334 88 0 422
Libraries, archives, and other information 3,237 269 37 0 307
services......................................
Finance........................................ 33,143 3,767 1,228 8 5,003
Insurance...................................... 33,515 4,844 476 14 5,334
Real estate.................................... 47,711 12,428 2,509 778 15,714
Rental and leasing services.................... 9,613 1,774 424 166 2,364
Professional and technical services............ 205,067 42,079 7,476 2,116 51,670
Management of companies and enterprises........ 23,944 66 6 0 72
Administrative and support services............ 108,014 12,007 2,405 3 14,415
Waste management and remediation services...... 8,782 2,240 570 168 2,977
Educational services........................... 43,887 4,718 1,320 1 6,039
Hospitals...................................... 3,407 16 388 36 441
Health services, except hospitals.............. 247,348 20,285 1,726 0 22,011
Social assistance.............................. 67,460 3,486 270 0 3,756
Arts, entertainment, and recreation............ 42,698 6,202 1,700 59 7,962
Accommodation.................................. 29,467 1,935 130 0 2,065
Food services and drinking places.............. 273,382 10,708 262 0 10,970
Repair and maintenance......................... 61,091 20,895 1,820 610 23,325
Personal and laundry services.................. 58,697 7,987 395 0 8,382
Membership associations and organizations...... 121,174 13,647 1,017 0 14,664
Government--Local.............................. 40,882 0 8,273 0 8,273
----------------------------------------------------------------
Total...................................... 2,311,602 337,247 74,922 12,784 424,952
----------------------------------------------------------------------------------------------------------------
Source: U.S. Census Bureau, 2014. Statistics of U.S. Businesses Annual Datasets by Establishment Industry: U.S &
States, NAICS, detailed employment sizes. Accessed on 6/15/2017 at https://www.census.gov/data/datasets/2014/econ/susb/2014-susb.html.
U.S. Census Bureau, 2012. Government Organization Summary Report: 2012. Accessed on 7/21/2017 at https://www2.census.gov/govs/cog/g12_org.pdf.
Eligibility estimates by VETS.
See text and spreadsheets (Exhibit X).
[[Page 39384]]
Unit Cost
Using the information provided in the stakeholder meetings, and
estimates from similar analysis done by other Department of Labor
agencies, burden costs were estimated by employer size for each aspect
of the application process including rule familiarization, collection,
filling out the form, and follow-up/requests for reconsideration. VETS
invites public comment on the steps employers would have to take to
apply for the award program, how long each step would take and who
would be involved in the process of applying for the award.
Rule familiarization costs are estimated to take one hour for all
employers regardless of size; this is based on OSHA's recordkeeping
rule updated in 2014.\7\ This activity would typically be performed by
a human resources manager at a large or medium size employer or by a
person with equivalent responsibilities at a small employer. Using the
data from the May 2016 BLS Occupational Employment survey (OES), the
mean hourly wage of the human resources manager is $57.79. For the
purposes of this analysis, VETS estimates a fully loaded wage rate,
including fringe benefits and overhead, resulting in a doubling of the
OES wage rate.\8\ The total hourly wage being used to estimate the cost
of familiarization is $115.58. The regulation is structured by employer
size which would not require employers to consider all aspects of
eligibility but only those that pertain to their size. For these
reasons one hour was estimated for rule familiarization of the award
program requirements of eligibility and the application form
instructions.
---------------------------------------------------------------------------
\7\ Occupational Injury and Illness Recording and Reporting
Requirements: North American Industry Classification System Update
and Reporting Revisions (docket number: OSHA-2010-0019-0127).
\8\ The value of two is recommended by HHS in HHS, Guidelines
for Regulatory Analysis, 2016, p. 33.
---------------------------------------------------------------------------
The eligibility requirements for the award program require that all
employers compile information needed to fill out the application form
and retain the information for two years. VETS estimated this would
require 5 hours for large employers and 3 hours for medium and small
employers. Each criterion for eligibility will have an entry in the
application form. Information requested will include the following:
Employer address and other identifying information, veteran employment
data, descriptions of the relevant veteran programs, and descriptions
of the benefits offered to veterans. These estimates are an average for
the gold and platinum award requirements. This activity will likely be
performed by human resource specialists for a large or medium size
employer. Using the data from the May 2016 BLS Occupational Employment
survey (OES), the mean hourly wage of the human resources specialist is
$31.20. Adding overhead and fringe benefits, the fully loaded hourly
wage rate used to estimate the collection of information is $62.40. For
a small employer, this activity is anticipated to be done by a payroll
and timekeeping clerk, the mean hourly wage for this position as
reported by BLS is $20.95, and adding the fringe benefits and overhead
results in an hourly wage of $41.90.
Three hours of labor was estimated by VETS for a medium and small
employer to compile information for the form, this was determined based
on the number of award criteria, and due to human resources staff in
medium and small employers being more familiar with the day to day
management of an employer. At the stakeholder meetings held the week of
June 5, 2017, smaller employers stated all the information needed to
apply would come directly from the owner and would be easily obtained.
VETS estimated five hours for large employers due to the additional
information required to match the criteria for eligibility and the time
for a human resource manager to determine if the programs offered by
the employer meet the regulation criteria. Larger employers at the
stakeholder meetings provided a range of one to four days, based on
their past experience in applying for other award programs such as the
Employer Support of the Guard and Reserve (ESGR) Freedom Award.\9\ The
application form for VETS's award program requires employers to provide
employment and descriptive information for as many as seven fields to
as few as two fields depending on the size of the employer and the
award level. This is less time consuming than the information requested
for the ESGR Freedom Award. For these reasons, an average of five hours
was estimated for large employers, and an average of three hours was
estimated for medium and small employers to collect and retain needed
information.
---------------------------------------------------------------------------
\9\ Employer Support of The Guard and Reserve Freedom Award is
given to employers who are nominated to recognize those that support
their employees who serve in the Guard and Reserve. There are up to
15 awards presented each year by frim size and to the public sector.
https://www.freedomaward.mil/.
---------------------------------------------------------------------------
Large and medium size employers are expected to incur the cost for
running a query to identify the number of veterans hired and veterans
retained for the years requested on the application form. The majority
of large and medium employers will have a database system for managing
their workforce; this system typically includes the hire date and
various demographic information about their employees. Running a query
specifically for this application form is estimated to take two hours
by a database administrator at a large or medium size employer
according to comments received from the stakeholder meeting in early
June of 2017. Using the data from the May 2016 BLS Occupational
Employment survey (OES), the mean wage of the database administrator is
$41.89. Adding overhead and fringe benefits,\10\ the total wage used to
estimate the cost of this task is $83.78. Small employers with less
than 50 employees typically do not manage their workforce using a
database, and due to the closer interactions among employees at small
employers, the payroll clerk would know most of the employees
individually. Thus, a small employer would not have a need to run a
query.
---------------------------------------------------------------------------
\10\ Bureau of Labor Statistics (BLS) Occupational Employment
Statistics (OES) (2017). Fringe markup is from the following BLS
release: Employee Costs for Employee Compensation news release text;
For release 10:00 a.m. (EDT), June 9, 2017. https://www.bls.gov/news.release/pdf/ecec.pdf.
_____________________________________-
Once the information has been gathered by an employer, applicants
will need to enter the information in the form and enter the payment
information needed on www.pay.gov; this was estimated to take 2 hours
for a large employer, 1.5 hours for a medium employer, and 1 hour for a
small employer. These burden estimates are an average for the gold and
platinum award requirements. Large employers are expected to take 2
hours due to the additional criteria required to be eligible for the
award, this activity would be done by a human resource specialist. A
medium employer is expected to take 1.5 hours because there are fewer
criteria than a large employer, this activity would be done by a human
resource specialist. Using the data from the May 2016 BLS Occupational
Employment survey (OES), the mean wage of a human resource specialist
is $31.20. Adding overhead and fringe benefits, the total wage used to
estimate the cost of this task is $62.40. A small employer is estimated
to take 1 hour because there are fewer criteria than a medium size
employer. For a small employer, a payroll and timekeeping clerk would
most likely perform this task, with a mean hourly wage of $20.95 as
reported in the BLS 2016 OES, with
[[Page 39385]]
added fringe benefits and overhead, results in an hourly wage of
$41.90.
The form requires the attestation of an executive (CEO, CFO, or
equivalent) that the information on the form is accurate and true. It
is expected that this would take 15 minutes for all employers applying
for the award and would most likely require the executive to take the
time to review the form. For a large and medium size employer, this
activity will be performed by an executive with a mean hourly wage of
$93.44 as reported in the BLS 2016 OES, then adding fringe benefits and
overhead the hourly wage for this task would be $186.88. At a small
employer where the executive positions may not exist, this task may be
done by someone with equivalent responsibilities and duties, such as
the owner. For the purposes of estimating the cost of attestation for
small employers we are using the wage rate of a human resource manager
with a mean hourly wage of $57.79 as reported in the BLS 2016 OES,
adding fringe benefits and overhead results in a fully loaded wage for
this task of $115.58. For a smaller employer, the position of a general
and operations manager would be similar to the owner of the firm, the
mean hourly wage is $58.70 as reported in the BLS 2016 OES, adding
fringe benefits and overhead results in a fully loaded wage for this
task of $117.40.
Following up on incomplete applications is estimated to take 30
minutes for 5 percent of employers applying, and a request for
reconsideration would take 30 minutes for 1 percent of employers
applying. At a large and medium size employer, following up on an
application would be done by the human resource specialist with an
hourly wage of $62.40 (including fringe benefits and overhead), and a
reconsideration would be done by a human resource manager with an
hourly wage of $115.58 (including fringe benefits and overhead). At a
small employer, the payroll clerk may likely follow up on an
application, with an hourly wage of $41.90 (including fringe benefits
and overhead), and the human resource manager equivalent would be
involved in a reconsideration of a denied application, with an hourly
wage of $115.58 (including fringe benefits and overhead). The majority
of large and medium employers have a human resource staff which manage
different aspects of the workforce, or outsource the managing of the
database for tracking the employer's workforce over time. As a result,
large and medium employers are expected to have the same occupations
involved in the process of applying for the award, while a different
set of occupations were identified for small employers which typically
do not have dedicated human resource staff or a database administrator.
Table 3--Burden Costs by Employer Size
----------------------------------------------------------------------------------------------------------------
Tasks by employer size Resource Wage Hours Cost
----------------------------------------------------------------------------------------------------------------
Large Employers:
Rule familiarization.............. HR manager.............. $116 1.0 $116
Data collection large employers... HR specialists.......... 62 5.0 312
Query report large employers...... DB Administrators....... 84 2.0 168
Filling form, large employers..... HR specialists.......... 62 2.0 125
Executive signature............... Executive............... 187 0.25 47
Follow up (assume 5 percent)...... HR specialists.......... 62 0.5 31
Reconsideration if denied award (1 HR manager.............. 116 0.5 58
percent).
-----------------------------------------------
Average unit cost per employer.... ........................ .............. .............. 857
Medium Employer Activities:
Rule familiarization.............. HR manager.............. 116 1.0 116
Data collection medium employers.. HR specialists.......... 62 3.0 186
Query report medium employers..... DB Administrators....... 84 2.0 168
Filling form medium employers..... HR specialists.......... 62 1.5 93
Executive signature............... Executive............... 187 0.25 47
Follow up (assume 5 percent)...... HR specialists.......... 62 0.5 31
Reconsideration if denied award (1 HR manager.............. 116 0.5 58
percent).
-----------------------------------------------
Average unit cost per employer.... ........................ .............. .............. 699
Small Employer Activities:
Rule familiarization.............. HR manager.............. 116 1.0 116
Data collection small employers... Payroll and timekeeping 42 3.0 126
clerks.
Filling form, small employers..... Payroll and timekeeping 42 1.0 42
clerks.
Executive signature............... HR manager.............. 116 0.25 29
Follow up (assume 5 percent)...... Payroll and timekeeping 42 0.5 21
clerks.
Reconsideration if denied award (1 HR manager.............. 116 0.5 58
percent).
-----------------------------------------------
Average unit cost per employer.... ........................ .............. .............. 392
----------------------------------------------------------------------------------------------------------------
Source: Bureau of Labor Statistics, Occupational Employment Statistics 2016.
(See Spreadsheets, Exhibit X for all sources and derivation)
The burden estimates were mainly driven by the duration of time
expected for each aspect of the application process, and the type of
occupation identified as performing the various activities for the
employer size.
Government Costs
The cost to the government involves the intake, review,
verification, processing of the applications, and notification/
distribution of the award. To efficiently process applications, VETS
will develop and maintain a system to electronically receive, review
applications to determine eligibility and issue the awards. The cost
for such a system would include IT hardware and software, IT
maintenance, helpdesk costs, and VETS program management personnel
costs. VETS has estimated lifecycle costs. The estimated cost of
creating an application system and form is approximately $933,100 which
[[Page 39386]]
annualized over 10 years at a 3 percent discount rate results in a cost
of $109,388 per year.
The business process for the intake, review, and processing of
applications was estimated using average wage data from BLS Occupation
codes for each phase including solicitation, application processing,
application review, award notification, and reporting to Congress. The
cost to the government for processing is estimated to be $2.6 million
dollars per year based on 10,728 applications being processed per year.
As part of the business process there will be costs associated with
program outreach, messaging, and notification of award winners. This is
estimated to cost $245,086 annually. An outreach specialist is
estimated to spend 1,140 hours involved in these tasks. The outreach
specialists with an hourly wage rate of $45.42 as reported by OPM for a
GS 13 in 2017; \11\ plus fringe benefits and overhead the hourly wage
for this task would be $90.84. These tasks will also involve a program
manager spending 1,000 hours with an hourly wage rate of $53.67 GS 14,
plus fringe benefits and overhead the hourly wage would be $107.36. An
IT specialist GS 12 would also be involved in supporting tasks with
messaging and recognition of award winners, spending 100 hours with an
hourly wage of $38.20, plus fringe benefits and overhead the hourly
wage would be $76.40.
---------------------------------------------------------------------------
\11\ OPM https://www.opm.gov/policy-data-oversight/pay-leave/salaries-wages/salary-tables/pdf/2017/DCB_h.pdf.
---------------------------------------------------------------------------
The application process will require support from contractors to
set up the process, the receipt of the forms and the processing of the
applications; this is estimated to cost $1,896,940 annually. A program
specialist will spend 200 hours annually with a mean hourly wage rate
of $59.31 as reported in the BLS 2016 OES,\12\ plus fringe benefits and
overhead, would be $118.62. An IT specialist will spend 40 hours to
support these activities with an hourly wage rate of $42.25,\13\ plus
fringe benefits and overhead the hourly wage is $84.50. The program
manager\14\ is estimated to spend 151 hours processing applications,
with an hourly wage rate of $58.7, plus fringe benefits and overhead
the hourly wage is $117.40. A Program specialist\15\ will perform the
bulk of the application review tasks, this will total 18,569 hours with
an hourly wage rate of $35.99 plus fringe benefits and overhead the
hourly wage will be $71.98. As part of the review process of the
applications, VETS will need to verify applicants do not have adverse
labor law decisions, stipulated agreements, contract debarments, or
contract terminations, against them under the Uniform Services
Employment and Reemployment Rights Act (USERRA); or the Vietnam Era
Veterans' Readjustment Assistance Act (VEVRAA).
---------------------------------------------------------------------------
\12\ BLS OES occupation code 11-2031 Public Relations and
Fundraising Managers.
\13\ BLS OES occupation code 15-0000 Computer and Mathematical
Occupations.
\14\ BLS OES occupation code 11-1021 General and Operations
Managers.
\15\ BLS OES occupation code 13-1199 Business Operations
Specialists.
---------------------------------------------------------------------------
This verification process will involve VETS and the Office of
Federal Contract Compliance Programs (OFCCP) checking their databases
for award applicants. VETS estimates it will take each agency, OFCCP
and VETS, an average of 15 minutes per application for this review. A
GS -13 would perform the check with a loaded hourly wage of $90.84 and
spend 13 minutes per employer on the list, and a GS-15 with a loaded
hourly wage of $126.28 would spend 2 minutes per employer on the list
verifying the findings in the initial check. The IT process developed
to support this review will be maintained by a contractor \16\ spending
240 hours with a loaded hourly wage of $84.50, (hourly mean wage from
BLS without fringe benefits or overhead is $42.25).
---------------------------------------------------------------------------
\16\ BLS OES occupation code 15-0000 Computer and Mathematical
Occupations.
---------------------------------------------------------------------------
The notification of the award will also be executed by a
contractor, and will involve 50 hours of a program manager's \17\ time
with a loaded hourly wage of $117.40, and 40 hours of a program
specialist \16\ time with a loaded hourly wage of $71.98.
---------------------------------------------------------------------------
\17\ BLS OES occupation code 11-1021 General and Operations
Managers.
---------------------------------------------------------------------------
The oversight of the contract for the application processing will
be done by VETS personnel. This will take 312 hours of a program
manager's time (GS-14) with a loaded hourly wage of $107.36, and 120
hours of a program specialist's time (GS-13) with a loaded hourly wage
of $90.84.
The statute requires a report to congress; this will be done by
VETS personnel, and will cost a total of $10,406 dollars annually. This
task will take a program manager (GS-14) 80 hours with a loaded hourly
wage of $107.36 and another 20 hours of time for a program specialist's
time (GS-13) with a loaded hourly wage of $90.84.
VETS invites public comment on the cost of developing a system to
accept and review applications.
Application Fee
The HIRE Vets Act provides that the Secretary may assess a
reasonable fee on employers that apply for receipt of a HIRE Vets
Medallion Award and that the amount of the fee must be sufficient to
cover the costs associated with carrying out the HIRE Vets Act. The
proposed fee will cover the costs of solicitation, processing
applications, vetting for violations, and award notifications, as well
as the maintenance cost of the IT system used in the processing of
applications.
In processing the applications, VETS will need to verify the
information on the form being submitted by employers. Given that the
number of criteria varies by employer size, and will consequently
require additional review by VETS, the fee will vary by employer size
to reflect the cost of reviewing additional criteria. For example, the
large employer platinum award requires the applicant to provide five
types of integration assistance. However, the small employer platinum
award only requires that the applicant provide two types of integration
assistance. Consequently, the large employer award will take longer to
review than the small employer award.
In recognition of these differences in the number of criteria and
information needing to be reviewed and verified as part of processing
awards, the fees will be graduated to reflect the differences in the
amount of review VETS would need to perform for large, medium, and
small employers. The proposed fee for large employers is $495 per
applicant, the proposed fee for medium employers is $190 per applicant,
and the proposed fee for small employers is $90 per applicant, which
covers the anticipated cost to VETS for processing 4,152 applications
in the first year. The fees were estimated by taking the average cost
to VETS of $300 per application, and multiplying it using factors of
time which reflect the added information needed to review. Large
employers would take VETS 1.6 times longer than the estimated average
cost to process the application, for medium employers it would be 0.6
times the average cost, and for small employers it would be 0.3 times
the average costs. VETS invites public comment on what is an
appropriate fee amount for employer sizes, which will enable VETS to
recover costs as required.
[[Page 39387]]
Table 4--Government Costs
----------------------------------------------------------------------------------------------------------------
Employers
Application processing -----------------------------------------------
4,152 6,228 10,728
----------------------------------------------------------------------------------------------------------------
Solicitation.................................................... $245,086 $245,086 $245,086
Receipt and Processing.......................................... 565,828 823,693 1,382,564
Violation Vetting by VETS and OFCCP............................. 200,119 299,335 514,376
Award Notification.............................................. 160,333 236,118 400,366
Contract Oversight.............................................. 44,397 44,397 44,397
IT Support and maintenance...................................... 20,280 20,280 20,280
Report to Congress.............................................. 10,406 10,406 10,406
-----------------------------------------------
Total Processing Cost....................................... 1,246,449 1,679,315 2,617,473
Average government cost per application......................... 300 270 244
Sunk Development Costs:
Development of Application System........................... .............. .............. 98,625
Application Form Development................................ .............. .............. 834,474
-----------------------------------------------
Total Development Costs................................. .............. .............. 933,099
----------------------------------------------------------------------------------------------------------------
Source: OSHA, Directorate of Standards and Guidance, Office of Regulatory Analysis.
(See Spreadsheets, Exhibit X for all sources and derivation.)
Average cost per application = total processing cost/# of employer.
Participation and Costs per Year
CBO originally developed an estimate that 4,000 employers would
participate in the program in the first year. This estimate was based
on the assumption that only 2 percent of employers would be potentially
eligible and 25 percent of medium and large employers potentially
eligible would apply for the program. In CBO's estimate, small
employers were excluded from being able to apply based on an earlier
version of the HIRE Vets bill. If CBO had included small employers in
their estimate using the same methodology the number of employers
applying would increase to close to 50,000 employers.
As noted above, VETS, making use of BLS veteran' labor force
participation rate data, estimates that far more than 2 percent of
employers that are eligible may choose to participate. Due to the lack
of data for more accurate participation rates, VETS assumes that
approximately 4,119 employers will apply in the first year, but that
this would increase to 6,228 employers in the second year and 10,728
per year in succeeding years. Table 5 shows the estimated participation
rates by size class for each year, and resulting estimated costs of
applications.
Table 5--Estimated Participation Rates and Numbers of Applicants by Year
--------------------------------------------------------------------------------------------------------------------------------------------------------
1st Year 2nd Year 3rd Year
Size class participation 1st Year number participation 2nd Year number participation 3rd Year number
rate (%) of applicants rate (%) of applicants rate (%) of applicants
--------------------------------------------------------------------------------------------------------------------------------------------------------
Small............................................. 0.1 304 0.2 674 0.6 2,023
Medium............................................ 3.0 2,248 4.0 2,997 6.5 4,870
Large............................................. 12.5 1,601 20.0 2,557 30 3,835
-----------------------------------------------------------------------------------------------------
Total......................................... NA 4,152 NA 6,228 NA 10,728
--------------------------------------------------------------------------------------------------------------------------------------------------------
VETS Estimates (See Spreadsheets, Exhibit X for all sources and derivation)
Table 6 shows the result of multiplying the employer unit costs of
applying for the award, developed in the previous Unit Cost section, by
the number of anticipated participants to obtain the costs by size
class and total application cost for each year. These costs reflect the
time and resources incurred by the employer when applying for the award
program; this includes all the tasks discussed in the previous Unit
Cost section.
Table 6--Employer Application Costs by Year
----------------------------------------------------------------------------------------------------------------
Size class 1st Year costs 2nd Year costs 3rd Year costs
----------------------------------------------------------------------------------------------------------------
Small.................................................. $95,215 $211,589 $634,767
Medium................................................. 1,377,355 1,836,473 2,984,269
Large.................................................. 1,230,468 1,965,603 2,948,405
--------------------------------------------------------
Total.............................................. 2,703,038 4,013,666 6,567,441
----------------------------------------------------------------------------------------------------------------
VETS Estimates, (See Spread Sheets, Exhibit X for all sources and derivation)
There are multiple factors which would contribute to the
participation rate of large, medium, and small employers, such as the
fee for applying, amount of outreach by VETS, and the potential
benefits received by the
[[Page 39388]]
employers receiving the award. The problem here is a classically
difficult one in economics--that of estimating demand for new products.
In this case, we have little data and few comparable products on which
to base an estimate. VETS is aware that the total costs are dependent
on the number of employers that apply and the number could be much
lower or higher than VETS baseline estimates.
At the stakeholder meetings, some representatives from larger
employers stated their willingness to pay up to several thousand
dollars, while representatives for smaller employers didn't specify a
fee amount they would be willing to pay. It would seem reasonable to
assume a fee of more than several hundred dollars would discourage many
small employers from applying. The total cost, burden plus fees, is
estimated to range from $404 for small employers to $1,264 for large
employers. Depending on the success of outreach and other messaging,
these efforts could attract more applicants than CBO's estimate. Over
the long term, employers will want to apply if there are quantifiable
benefits in the form of increased revenue if this award attracts more
customers, and by increasing the pool of veteran applicants when they
are hiring. These factors have the potential of increasing the number
of participating employers to close to 50,000. Higher participation
would result in increased costs relative to the overall cost burden and
overall government cost. However, considering all costs, the program
will most likely not have costs in excess of $100 million per year.
Such costs would only occur if 100 percent of potentially eligible
medium and large employers apply and 25 percent of potentially eligible
small employers apply every year.
VETS invites public comment on the level or participation by
industry and employer size.
Total Annualized Costs
VETS estimated annualized costs to employers for participation in
this award program over a 10 year period using 3 percent and 7 percent
discount rates based on the costs of application and costs to the
government developed above. These total costs are provided in Table 7.
Table 7--Total Annualized Costs of the Proposed Rule
----------------------------------------------------------------------------------------------------------------
First year
Annualized Annualized costs (if
Cost element costs at 3% costs at 7% different from
($) ($) annualized
costs) ($)
----------------------------------------------------------------------------------------------------------------
Costs for Preparing Applications................................ 5,845,415 5,735,649 2,703,038
Costs to Government of Processing Application (To be reimbursed 2,357,854 2,318,462 1,246,449
through fees)..................................................
Total Private Sector Costs, including Fees for Government 8,203,269 8,054,111 3,949,487
Processing.....................................................
Costs to Government for Developing System (Not reimbursed by 109,388 132,852 933,099
fees)..........................................................
-----------------------------------------------
Total....................................................... 8,312,657 8,186,963 4,882,586
----------------------------------------------------------------------------------------------------------------
VETS Estimates (See Spreadsheets, Exhibit X for details)
Alternatives
VETS considered alternative quantitative criteria for small and
medium size employers. One alternative would be to change the proposed
criteria for small and medium employers that require applicants to have
both a retention rate of 75 percent (for gold)/85 percent (for
platinum) and a veteran employee percentage of 7 percent (for gold)/10
percent (for platinum). Instead, this first proposed alternative
criterion would drop the veteran employee percentage requirement.
Keeping all the participation rates the same, VETS estimates that this
change would increase the number of potentially eligible employers by
38 percent, participation in the program by 19 percent, and would
increase annualized costs from approximately $8 million per year to
$11.9 million a year. This alternative has the disadvantage that it
would allow employers who have not recently achieved a 7 percent hiring
goal to win the award.
VETS also considered an option in which small and medium employers
could qualify if they met either of the following: (1) 7 percent of the
employer's new hires during the previous year were veterans, or (2) if
a total of 7 percent of the employees it hired over the last two years
were veterans and the employer retained 75 percent of those veterans
hired in the first year of that timeframe (previous year of the
previous year). This alternative broadens the hiring eligibility
timeframe. This option also slightly increases program eligibility but
it does so by significantly increasing small employer eligibility while
lowering eligibility for medium employers. VETS felt that this was not
a useful effect given medium employers are more likely to participate
in the program.
VETS also examined an option in which the only hiring/retention
criteria for small and medium size employers would be that 7 percent of
new hires over the last two years are veterans along with a 75 percent
retention criteria from the first of the two years (previous year of
the previous year). Under this option, employers would no longer be
able to satisfy the hiring/retention criterion solely by having 7
percent of its new hires in the previous year be veterans. This
approach also increased small employer eligibility at the expense of
decreasing medium employers' eligibility. Again, because of expected
high participation rates by medium employers, VETS decided not to adopt
this alternative.
None of these estimates take into account the cost savings to both
the private sector and the government of this alternative. VETS is
interested in comments on these and other alternative criteria for
medium and small employers.
Benefits
The main purpose of the medallion is to recognize and award
employers who have not only recruited and retained veterans for
positions in their workforce but also established employee development
programs for veterans and offered benefits to improve retention.
The unemployment rate of veterans trends lower than the civilian
unemployment rate, but regionally the unemployment rate for veterans
can vary from a low of 1.8 percent in Indiana to a high of 7.6 percent
in the
[[Page 39389]]
District of Columbia, as reported in the March 2016 release of the
Employment Situation of Veterans by BLS. The higher unemployment rate
for veterans can be attributed to the labor market in the District of
Columbia which is mostly composed of professional and services industry
occupations where historically there are lower employment rates for
veteran workers. These veterans are experienced, mission focused,
responsible, independent, and capable workers who often face
difficulties finding jobs that match their skills. In a 2016 Forbes
article \18\ highlighting veterans issues as they adjusted to the
civilian workforce, the top challenges reported for veterans are a lack
of training or education for the work, lack of advancement
opportunities, and employers undervaluing their military experience.
---------------------------------------------------------------------------
\18\ Strauss, Karsten, (2016) How Veterans Adjust To The
Civilian Workforce, November 11th, 2016. Retrieved from: https://www.forbes.com/sites/karstenstrauss/2016/11/11/how-veterans-adjust-to-the-civilian-workforce/2/#2d316ff8395d.
---------------------------------------------------------------------------
Employers will want to apply for the award if there are
quantifiable benefits in the form of increased revenue generated by
attracting more or repeat customers, or a better pool of veteran
applicants for jobs.
Many employers who seek out veterans to hire have stated there are
many benefits in attracting veterans, such as the experience they
bring, more focused attention, and the ability to work
independently.\19\ Employers who attain the proposed award will be able
to market themselves as a veteran friendly employer and be able to
attract more veterans for job openings.
---------------------------------------------------------------------------
\19\ Military & Defense team, (2016) 10 Reasons Companies Should
Hire Military Veterans, November 11, 2016. Retrieved from: https://www.businessinsider.com/reasons-companies-should-hire-military-veterans-2016-11.
---------------------------------------------------------------------------
VETS invites public comment regarding the type of benefits an
employer who receives this award would gain.
Regulatory Flexibility Certification
For regulatory flexibility purposes for this rule, economic impacts
are considered significant in any given sector if costs are greater
than 1 percent of revenues or 5 percent of profits. For the purpose of
determining impacts on small employers, VETS considered costs as a
percentage of revenues and profits by industry sector for employers
with 5 to 500 employees. Table 8 shows the minimum and maximum impacts
for each three digit sector within the two-digit sector shown. (Full
impacts and derivation are given in the spreadsheets, Exhibit X). Table
8 shows that no industry sector has costs in excess of 1 percent of
revenues or 5 percent of profits. Further it should be noted that small
employers are only subject to this rule if they choose to apply for the
award. Thus no small business needs to incur the costs unless they
believe that the benefits exceed the costs for them.
Table 8--Economic Impacts
----------------------------------------------------------------------------------------------------------------
Average Average cost to revenues Average cost to profits
NAICS Title revenue per ---------------------------------------------------
establishment Minimum (%) Maximum (%) Minimum (%) Maximum (%)
----------------------------------------------------------------------------------------------------------------
11.................. Agriculture, Forestry, 4,244,996 0.009 0.026 0.176 0.844
Fishing, and Hunting.
21.................. Mining................ 13,371,157 0.002 0.009 0.068 0.068
22.................. Utilities............. 21,521,736 0.003 0.003 *-0.220 *-0.220
31-33............... Manufacturing......... 10,225,679 0.002 0.021 0.030 0.485
42.................. Wholesale Trade....... 20,024,426 0.002 0.006 0.014 0.203
44-45............... Retail Trade.......... 3,928,643 0.005 0.042 0.243 0.243
48-49............... Transportation........ 5,700,083 0.004 0.039 0.051 4.545
51.................. Information........... 4,990,489 0.009 0.020 *-0.165 0.192
52.................. Finance and Insurance. 5,367,956 0.007 0.019 0.015 0.314
53.................. Real Estate........... 4,371,291 0.007 0.025 0.038 0.566
54.................. Professional, 2,986,458 0.020 0.020 0.517 0.517
Scientific, and
Technical Services.
55.................. Management............ 2,306,072 0.026 0.026 0.131 0.131
56.................. Administrative and 2,727,336 0.018 0.030 0.426 0.765
Support, Waste
Management and
Remediation Services.
61.................. Educational Services.. 2,514,535 0.024 0.024 0.522 0.522
62.................. Health Care........... 8,435,099 0.003 0.051 0.052 0.964
71.................. Arts, Entertainment, 2,963,512 0.014 0.039 0.236 2.414
and Recreation.
72.................. Accommodation and Food 1,381,321 0.033 0.065 0.505 1.224
Services.
81.................. Other Services........ 1,319,709 0.030 0.094 1.222 2.905
----------------------------------------------------------------------------------------------------------------
Source: VETS based on data from IRS (U.S. Internal Revenue Service), 2013. Corporation SourceBook, 2013. https://www.irs.gov/uac/SOI-Tax-Stats-Corporation-Source-Book:-U.S.-Total-and-Sectors-Listing, Accessed by ERG, 2016.
U.S. Census Bureau, 2012. Statistics of U.S. Businesses Employment and Payroll Summary: 2012-Data by enterprise
employment size, Accessed on 7/11/2017 at https://www.census.gov/data/tables/2012/econ/susb/2012-susb-annual.html.
See Spreadsheets, Exhibit X, for full derivation.
*Negative profit rates reported for these industries.
As a result of these considerations, per Sec. 605 of the
Regulatory Flexibility Act, VETS certifies that this proposed rule will
not have a significant economic impact on a substantial number of small
entities. VETS requests comments on this certification.
References
BLS, 2016. Current Population Survey. Available at www.bls.gov/cps.
BLS, 2017. Job Openings And Labor Turnover--July 11, 2017. Available
at https://www.bls.gov/news.release/pdf/jolts.pdf.
BLS, 2017. Occupational Employment Statistics. Fringe markup is from
the following BLS release: Employee Costs for Employee
Compensation--June 9, 2017. Available at https://www.bls.gov/news.release/pdf/ecec.pdf.
Culbertson, 2016. A Deep Look at the Data: How Are Veterans Doing in
Today's Workforce?. Indeed blog, November 10, 2016. From: https://blog.indeed.com/2016/11/10/veterans-employment/.
[[Page 39390]]
VETS based on data from IRS (U.S. Internal Revenue Service), 2013.
Corporation SourceBook, 2013. https://www.irs.gov/uac/SOI-Tax-Stats-Corporation-Source-Book:-U.S.-Total-and-Sectors-Listing, Accessed by
ERG, 2016.
Fleishman, 2014. Hilton Helping Veterans with Jobs, Free Hotel
Stays. G.I. Money, January 16, 2016. From: https://gimoney.com/hilton-helping-veterans-jobs-free-hotel-stays/.
HHS, 2016. Guidelines for Regulatory Analysis. Page 33, available at
https://aspe.hhs.gov/system/files/pdf/242926/HHS_RIAGuidance.pdf.
Military & Defense team, 2016. 10 Reasons Companies Should Hire
Military Veterans, November 11, 2016. From: https://www.businessinsider.com/reasons-companies-should-hire-military-veterans-2016-11.
Occupational Injury and Illness Recording and Reporting
Requirements: North American Industry Classification System Update
and Reporting Revisions (docket number: OSHA-2010-0019-0127).
Strauss, 2016. How Veterans Adjust To The Civilian Workforce,
November 11th, 2016. From: https://www.forbes.com/sites/karstenstrauss/2016/11/11/how-veterans-adjust-to-the-civilian-workforce/2/#2d316ff8395d.
Watson, 2014. Veteran Unemployment Rate Drops, But Still Outpaces
the Rest of the Country. www.defenceone.com, May 2, 2014. From:
https://www.defenseone.com/news/2014/05/D1-Watson-veteran-unemployment-rate-drops-still-outpaces-rest-country/83692/.
U.S. Census Bureau, 2014. Statistics of U.S. Businesses Annual
Datasets by Establishment Industry: U.S & States, NAICS, detailed
employment sizes. Accessed on 6/15/2017 at https://www.census.gov/data/datasets/2014/econ/susb/2014-susb.html. Eligibility estimates
by VETS. See text and spreadsheets (exhibit X).
Paperwork Reduction Act
Overview
The proposed regulations contain collections of information
(paperwork) requirements that are subject to review by the Office of
Management and Budget (OMB). The Paperwork Reduction Act of 1995 (PRA),
44 U.S.C. 3501 et seq., and its implementing regulations, 5 CFR part
1320, require that VETS consider the impact of paperwork and other
information collection burdens imposed on the public. A Federal agency
generally cannot conduct or sponsor a collection of information, and
the public is generally not required to respond to an information
collection, unless it is approved by OMB under the PRA and displays a
currently valid OMB Control Number. In addition, notwithstanding any
other provisions of law, no person may generally be subject to penalty
for failing to comply with a collection of information that does not
display a valid Control Number. See 5 CFR 1320.5(a) and 1320.6.
Solicitation of Comments
VETS prepared and submitted an Information Collection Request (ICR)
for the collections of information contained in the proposed
regulations and the HIRE Vets Medallion Award application to OMB for
review in accordance with 44 U.S.C. 3507(d). This NPRM allows a 30-day
public comment period for the public to comment on the collections of
information contained in the proposed rule. However, the PRA requires
that Agencies provide a 60-day notice in the Federal Register
requesting public comment on the collections of information in
accordance with 44 U.S.C. 3506(c). VETS is publishing a companion
notice elsewhere in this issue of the Federal Register allowing the
public 60 days to comment on the collections of information contained
in the proposal.
VETS solicits comments on these collections of information and the
HIRE Vets Medallion Award application and their associated estimated
burden hours and costs. VETS also requests comments on the following
items:
Whether the proposed collection of information
requirements and application are necessary for the proper performance
of VETS' functions, including whether the information is useful;
The accuracy of VETS' estimate of the burden (time and
cost) of the information collection requirements, including the
validity of the methodology and assumptions used;
The quality, utility and clarity of the information
collected; and
Ways to minimize the compliance burden on employers, such
as by using automated or other technological techniques for collecting
and transmitting information.
Members of the public who wish to comment on the paperwork
requirements in this proposal must send their written comments to:
Office of Information and Regulatory Affairs, Attn: OMB Desk Officer
for the Department of Labor, VETS (RIN 1293-AA21), Office of Management
and Budget, Room 10235, Washington, DC 20503, fax: (202) 395-6881 (this
is not a toll-free number), or email: OIRA_submission@omb.eop.gov. VETS
encourages commenters also to submit their comments on these paperwork
requirements to VETS, see section Addresses for instructions on
submitting comments to VETS.
Proposed Collection of Information Requirements
The regulations implementing the Act require VETS to annually
solicit and accept voluntary information from employers for
consideration of employers to receive a HIRE Vets Medallion Award. The
Act establishes specific criteria at two levels, gold and platinum, for
large employers (those with 500 employees or more) and allows VETS
discretion in establishing criteria for small and medium employers to
qualify for similar awards.
The NPRM proposes the application process and criteria that VETS
intends to use to receive, review, and process applications, verify the
information provided and award the HIRE Vets Medallion Award to those
employers meeting the criteria and deserving of the award. VETS
developed the HIRE Vets Medallion Award application Forms [VETS-1011LP,
VETS-1011LG, VETS-1011MP, VETS-1011MG, VETS-1011SP, VETS-1011SG] for
employers to complete and submit to VETS to fulfill the regulatory
requirements to receive an award. The Act establishes a fund,
designated as the ``HIRE Vets Medallion Award Fund'' and requires the
Department to assess a reasonable fee from the applicants to cover the
costs associated with carrying out the HIRE Vets Medallion program. The
NPRM provides the fee amount and how to submit the fee.
The proposed rule provides specific award criteria for the large
employers to qualify for the gold and platinum awards. Although the
number of criteria an employer is required to satisfy in the proposed
rule differs by award, the large employer criteria established by
statute are generally incorporated across the large employer, medium
employer, and small employer awards. The applications would require
employers to provide information to meet award criteria dependent upon
the size of the employer and the reward the employer is requesting,
gold or platinum. The following table provides the corresponding
regulatory citation:
Proposed Regulatory Provision
------------------------------------------------------------------------
Employer size Gold Award Platinum Award
------------------------------------------------------------------------
Large................................... Sec. Sec.
1011.100(a) 1011.100(b)
Medium.................................. Sec. Sec.
1011.105(a) 1011.105(b)
Small................................... Sec. Sec.
1011.110(a) 1011.110(b)
------------------------------------------------------------------------
The proposal also states that VETS may require additional
information in support of the application for the HIRE Vets Medallion
Award (Sec. 1011.215(b)). Also, employers are required to maintain
information relied upon to
[[Page 39391]]
complete the application for two years after the application is
submitted to VETS (Subpart G, Sec. 1011.600).
Title of Collection: Honoring Investments in Recruiting and
Employing American Military Veterans Act.
OMB Control Number: 1293-0NEW.
Total Estimated Number of Annualized Respondents: 7,036.
Total Estimated Number of Annualized Responses: 34,245.
Frequency: On Occasion.
Total Estimated Annual Time Annual Burden hours: 58,716.
Total Estimated Annual Other Costs Burden: $1,847,746.
The application solicits the information VETS will review and
evaluate to determine if an employer will receive an award, and if so,
whether the award will be a gold or platinum award. Employers are
required to maintain material used to complete that application for
additional verification if needed or in case VETS becomes aware of
facts that may indicate information submitted on the application may be
incorrect.
Small Business Regulatory Enforcement Fairness Act of 1996
VETS has determined that this proposed rulemaking does not impose a
significant economic impact on a substantial number of small entities
under the RFA; therefore, VETS is not required to produce any
Compliance Guides for Small Entities, as mandated by the SBREFA.
Unfunded Mandates Reform Act of 1995
For purposes of the Unfunded Mandates Reform Act of 1995, 2 U.S.C.
1532, this NPRM does not include any Federal mandate that may result in
excess of $100 million in expenditures by state, local, and Tribal
governments in the aggregate or by the private sector.
Executive Order 13132 (Federalism)
VETS has reviewed this proposed rule in accordance with Executive
Order 13132 regarding federalism, and has determined that it does not
have ``federalism implications.'' This proposed rule will not ``have
substantial direct effects on the States, on the relationship between
the national government and the States, or on the distribution of power
and responsibilities among the various levels of government.''
Executive Order 13084 (Consultation and Coordination With Indian Tribal
Governments)
This NPRM does not have Tribal implications under Executive Order
13175 that would require a Tribal summary impact statement. The NPRM
would not have substantial direct effects on one or more Indian Tribes,
on the relationship between the Federal government and Indian Tribes or
on the distribution of power and responsibilities between the Federal
government and Indian Tribes.
Plain Language
VETS drafted this NPRM in plain language.
Effects on Families
Section 654 of the Treasury and General Government Appropriations
Act, enacted as part of the Omnibus Consolidated and Emergency
Supplemental Appropriations Act of 1999 (Pub. L. 105-277, 112 Stat.
2681) requires the assessment of the impact of this proposed rule on
family well-being. A rule that is determined to have a negative effect
on families must be supported with an adequate rationale. VETS has
assessed this proposed rule in light of this requirement and determined
that this NPRM would not have a negative effect on families
Executive Order 13045 (Protection of Children)
This NPRM would have no environmental health risk or safety risk
that may disproportionately affect children.
Environmental Impact Assessment
A review of this NPRM in accordance with the requirements of the
National Environmental Policy Act of 1969 (NEPA), 42 U.S.C. 4321 et
seq.; the regulations of the Council on Environmental Quality, 40 CFR
1500 et seq.; and DOL NEPA procedures, 29 CFR part 11, indicates the
NPRM would not have a significant impact on the quality of the human
environment. There is, thus, no corresponding environmental assessment
or an environmental impact statement.
Executive Order 13211 (Energy Supply)
This NPRM is not subject to Executive Order 13211. It will not have
a significant adverse effect on the supply, distribution, or use of
energy.
Executive Order 12630 (Constitutionally Protected Property Rights)
This NPRM is not subject to Executive Order 12630 because it does
not involve implementation of a policy that has takings implications or
that could impose limitations on private property use.
Executive Order 12988 (Civil Justice Reform Analysis)
This NPRM was drafted and reviewed in accordance with Executive
Order 12988 and will not unduly burden the Federal court system. The
NPRM was: (1) Reviewed to eliminate drafting errors and ambiguities;
(2) written to minimize litigation; and (3) written to provide a clear
legal standard for affected conduct and to promote burden reduction.
List of Subjects in 20 CFR Part 1011
Employment, Veterans, Employer Recognition, Medallion.
For the reasons discussed in the preamble, VETS proposes to add 20
CFR part 1011 to read as follows:
PART 1011--HIRE VETS MEDALLION PROGRAM
Subpart A--General Provisions
Sec. 1011.000 What is the HIRE Vets Medallion Program?
Sec. 1011.005 What definitions apply to the Medallion Program
Regulations?
Sec. 1011.010 Who is eligible to apply for a HIRE Vets Medallion
Award?
Sec. 1011.015 What are the different types of the HIRE Vets
Medallion Awards?
Subpart B--Award Criteria
Sec. 1011.100 What are the criteria for the large employer HIRE
Vets Medallion Award?
Sec. 1011.105 What are the criteria for the medium employer HIRE
Vets Medallion Award?
Sec. 1011.110 What are the criteria for the small employer HIRE
Vets Medallion Award?
Sec. 1011.115 Is there an exemption for certain large employers
from the dedicated human resources professional criterion for the
large employer platinum HIRE Vets Medallion Award?
Sec. 1011.120 Under what circumstances will VETS find an employer
ineligible to receive a HIRE Vets Medallion Award for a violation of
labor law?
Subpart C--Application Process
Sec. 1011.200 How will VETS administer the HIRE Vets Medallion
Award process?
Sec. 1011.205 What is the timing of the HIRE Vets Medallion Award
process?
Sec. 1011.210 How often can an employer receive the HIRE Vets
Medallion Award?
Sec. 1011.215 How will the employer complete the application for
the HIRE Vets Medallion Award?
Sec. 1011.220 How will VETS verify a HIRE Vets Medallion Award
application?
Sec. 1011.225 Under what circumstances will VETS conduct further
review of an application?
Sec. 1011.230 Under what circumstances can VETS deny or revoke an
Award?
[[Page 39392]]
Subpart D--Fees and Caps
Sec. 1011.300 What are the application fees for the HIRE Vets
Medallion Award?
Sec. 1011.305 May VETS set a limit on how many applications will be
accepted in a year?
Subpart E--Design and Display
Sec. 1011.400 What does a successful applicant receive?
Sec. 1011.405 What are the restrictions on display and use of the
HIRE Vets Medallion Award?
Subpart F--Requests for Reconsideration
Sec. 1011.500 What is the process to request reconsideration of a
denial or revocation?
Subpart G--Record Retention
Sec. 1011.600 What are the record retention requirements for the
HIRE Vets Medallion Award?
Authority: Division O, Pub. L. 115-31, 131 Stat. 135.
Subpart A--Introduction to the Regulations for the HIRE Vets Act
Sec. 1011.000 What is the HIRE Vets Medallion Program?
The HIRE Vets Medallion Program is a voluntary employer recognition
program administered by the Department of Labor's Veterans' Employment
and Training Service. Through the HIRE Vets Medallion Program, The
Department of Labor solicits voluntary applications from employers for
the HIRE Vets Medallion Award. The purpose of this Award is to
recognize efforts by applicants to recruit, employ, and retain veterans
and to provide services supporting the veteran community.
Sec. 1011.005 What definitions apply to the Medallion Program
Regulations?
Active Duty in the United States National Guard or Reserve means
active duty as defined in 10 U.S.C. 101(d)(1).
Dedicated Human Resources Professional means either a full-time
professional or the equivalent of a full-time professional dedicated
exclusively to supporting the hiring, training, and retention of
veteran employees. Two half-time professionals, for example, are
equivalent to one full-time professional.
Employee means any individual for whom the employer furnishes an
IRS Form W-2, excluding temporary workers.
Employer means any person, institution, organization, or other
entity that pays salary or wages for work performed or that has control
over employee opportunities, except for the Federal Government or any
State or foreign government. For the purposes of this regulation, VETS
will recognize employers based on the Employer Identification Number,
as described in 26 CFR 301.7701-12, used to furnish an IRS Form W-2 to
an employee. However, in the case of an agent designated pursuant to 26
CFR 31.3504-1, a payor designated pursuant to 26 CFR 31.3504-2, or a
Certified Professional Employer Organization recognized pursuant to 26
U.S.C. 7705, the employer shall be the common law employer, client, or
customer, respectively, instead of the entity that furnishes the IRS
Form W-2.
Human Resources Veterans' Initiative means an initiative through
which an employer provides support for hiring, training, and retention
of veteran employees.
Post-secondary education means post-secondary level education or
training courses that would be acceptable for credit towards at least
one of the following: associates or bachelor's degree or higher, any
other recognized post-secondary credential, or an apprenticeship.
Salary means an employee's base pay.
Temporary worker means any worker hired with the intention that the
worker be retained for less than one year and who is actually retained
for less than one year.
Veteran has the meaning given such term under 38 U.S.C. 101.
VETS means the Veterans' Employment and Training Service of the
Department of Labor.
Sec. 1011.010 Who is eligible to apply for a HIRE Vets Medallion
Award?
All employers who employ at least one employee are eligible to
apply for a HIRE Vets Medallion Award. To qualify for a HIRE Vets
Medallion Award, an employer must satisfy all application requirements.
Sec. 1011.015 What are the different types of the HIRE Vets Medallion
Awards?
(a) There are three different categories of the HIRE Vets Medallion
Award:
(1) Large Employer Awards for employers with 500 or more employees.
(2) Medium Employer Awards for employers with more than 50 but
fewer than 500 employees.
(3) Small Employer Awards for employers with 50 or fewer employees.
(4) The correct category of Award is determined by the employer's
number of employees as of December 31 of the year prior to the year in
which the employer applies for an Award.
(b) Within each Award category, there are two levels of Award:
(1) A Gold Award; and
(2) A Platinum Award.
Subpart B--Award Criteria
Sec. 1011.100 What are the criteria for the large employer HIRE Vets
Medallion Award?
(a) Gold Award. To qualify for a large employer gold HIRE Vets
Medallion Award, an employer must satisfy all of the following
criteria:
(1) The employer is a large employer as specified in Sec. 1011.015
of this part;
(2) The employer is not found ineligible under Sec. 1011.120 of
this part;
(3) Veterans constitute not less than 7 percent of all employees
hired by such employer during the prior calendar year;
(4) The employer has retained not less than 75 percent of the
veteran employees hired during the calendar year preceding the
preceding calendar year for a period of at least 12 months from the
date on which the employees were hired;
(5) The employer has established an employee veteran organization
or resource group to assist new veteran employees with integration,
including coaching and mentoring; and
(6) The employer has established programs to enhance the leadership
skills of veteran employees during their employment.
(b) Platinum Award. To qualify for a large employer platinum HIRE
Vets Medallion Award, an employer must satisfy all of the following
criteria:
(1) The employer is a large employer as specified in Sec. 1011.015
of this part;
(2) The employer is not found ineligible under Sec. 1011.120 of
this part;
(3) Veterans constitute not less than 10 percent of all employees
hired by such employer during the prior calendar year;
(4) The employer has retained not less than 85 percent of the
veteran employees hired during the calendar year preceding the
preceding calendar year for a period of at least 12 months from the
date on which the employees were hired;
(5) The employer has established an employee veteran organization
or resource group to assist new veteran employees with integration,
including coaching and mentoring;
(6) The employer has established programs to enhance the leadership
skills of veteran employees during their employment;
(7) The employer employs a dedicated human resources professional
as defined in Sec. 1011.005 of this part to support hiring, training,
and retention of veteran employees;
(8) The employer provides each of its employees serving on active
duty in the
[[Page 39393]]
United States National Guard or Reserve with compensation sufficient,
in combination with the employee's active duty pay, to achieve a
combined level of income commensurate with the employee's salary prior
to undertaking active duty; and
(9) The employer has a tuition assistance program to support
veteran employees' attendance in postsecondary education during the
term of their employment.
Sec. 1011.105 What are the criteria for the medium employer HIRE Vets
Medallion Award?
(a) Gold Award. To qualify for a medium employer gold HIRE Vets
Medallion Award, an employer must satisfy all of the following
criteria:
(1) The employer is a medium employer per Sec. 1011.015 of this
part;
(2) The employer is not found ineligible under Sec. 1011.120 of
this part;
(3) The employer has achieved at least one of the following:
(i) Veterans constitute not less than 7 percent of all employees
hired by such employer during the prior calendar year; or
(ii) The employer has achieved both of the following:
(A) The employer has retained not less than 75 percent of the
veteran employees hired during the calendar year preceding the
preceding calendar year for a period of at least 12 months from the
date on which the employees were hired; and
(B) On December 31 of the year prior to the year in which employer
applies for the HIRE Vets Medallion Award, at least 7 percent of the
employer's employees were veterans; and
(4) The employer has at least one of the following forms of
integration assistance:
(i) The employer has established an employee veteran organization
or resource group to assist new veteran employees with integration,
including coaching and mentoring; or
(ii) The employer has established programs to enhance the
leadership skills of veteran employees during their employment.
(b) Platinum Award. To qualify for a medium employer platinum HIRE
Vets Medallion Award, an employer must satisfy all of the following
criteria:
(1) The employer is a medium employer as specified in Sec.
1011.015 of this part;
(2) The employer is not found ineligible under Sec. 1011.120 of
this part;
(3) The employer has achieved at least one of the following:
(i)Veterans constitute not less than 10 percent of all employees
hired by such employer during the prior calendar year; or
(ii) The employer has achieved both of the following:
(A) The employer has retained not less than 85 percent of the
veteran employees hired during the calendar year preceding the
preceding calendar year for a period of at least 12 months from the
date on which the employees were hired; and
(B) On December 31 of the year prior to the year in which employer
applies for the HIRE Vets Medallion Award, at least 10 percent of the
employer's employees were veterans;
(4) The employer has the following forms of integration assistance:
(i) The employer has established an employee veteran organization
or resource group to assist new veteran employees with integration,
including coaching and mentoring; and
(ii) The employer has established programs to enhance the
leadership skills of veteran employees during their employment; and
(5) The employer has at least one of the following additional forms
of integration assistance:
(i) The employer has established a human resources veterans'
initiative;
(ii) The employer provides each of its employees serving on active
duty in the United States National Guard or Reserve with compensation
sufficient, in combination with the employee's active duty pay, to
achieve a combined level of income commensurate with the employee's
salary prior to undertaking active duty; or
(iii) The employer has a tuition assistance program to support
veteran employees' attendance in postsecondary education during the
term of their employment.
Sec. 1011.110 What are the criteria for the small employer HIRE Vets
Medallion Award?
(a) Gold Award. To qualify for a small employer gold HIRE Vets
Medallion Award, an employer must satisfy all of the following
criteria:
(1) The employer is a small employer as specified in Sec. 1011.015
of this part;
(2) The employer is not found ineligible under Sec. 1011.120 of
this part; and
(3) The employer has achieved at least one of the following:
(i) Veterans constitute not less than 7 percent of all employees
hired by such employer during the prior calendar year; or
(ii) The employer has achieved both of the following:
(A) The employer has retained not less than 75 percent of the
veteran employees hired during the calendar year preceding the
preceding calendar year for a period of at least 12 months from the
date on which the employees were hired; and
(B) On December 31 of the year prior to the year in which employer
applies for the HIRE Vets Medallion Award, at least 7 percent of the
employer's employees were veterans.
(b) Platinum Award. To qualify for a small employer platinum HIRE
Vets Medallion Award, an employer must satisfy all of the following
criteria:
(1) The employer is a small employer as specified in Sec. 1011.015
of this part;
(2) The employer is not found ineligible under Sec. 1011.120 of
this part;
(3) The employer has achieved at least one of the following:
(i) Veterans constitute not less than 10 percent of all employees
hired by such employer during the prior calendar year; or
(ii) The employer has achieved both of the following:
(A) The employer has retained not less than 85 percent of the
veteran employees hired during the calendar year preceding the
preceding calendar year for a period of at least 12 months from the
date on which the employees were hired; and
(B) On December 31 of the year prior to the year in which employer
applies for the HIRE Vets Medallion Award, at least 10 percent of the
employer's employees were veterans; and
(4) The employer has at least two of the following forms of
integration assistance:
(i) The employer has established an employee veteran organization
or resource group to assist new veteran employees with integration,
including coaching and mentoring;
(ii) The employer has established programs to enhance the
leadership skills of veteran employees during their employment;
(iii) The employer has established a human resources veterans'
initiative;
(iv) The employer provides each of its employees serving on active
duty in the United States National Guard or Reserve with compensation
sufficient, in combination with the employee's active duty pay, to
achieve a combined level of income commensurate with the employee's
salary prior to undertaking active duty;
(v) The employer has a tuition assistance program to support
veteran employees' attendance in postsecondary education during the
term of their employment.
[[Page 39394]]
Sec. 1011.115 Is there an exemption for certain large employers from
the dedicated human resources professional criterion for the large
employer platinum HIRE Vets Medallion Award?
Yes. Employers who employ 5,000 or fewer employees need not have a
dedicated human resources professional to support the hiring and
retention of veteran employees. An employer with 5,000 or fewer
employees can satisfy the criterion at Sec. 1011.100(b)(7) by
employing at least one human resources professional whose regular work
duties include supporting the hiring, training, and retention of
veteran employees.
Sec. 1011.120 Under what circumstances will VETS find an employer
ineligible to receive a HIRE Vets Medallion Award for a violation of
labor law?
(a) Any employer with an adverse labor law decision, stipulated
agreement, contract debarment, or contract termination, as defined in
paragraphs (b) through (e) of this section, pursuant to either of the
following labor laws, as amended, will not be eligible to receive an
Award:
(1) Uniform Services Employment and Reemployment Rights Act
(USERRA); or
(2) Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA);
(b) For purposes of this section, an adverse labor law decision
means any of the following, issued in the calendar year prior to year
in which applications are solicited or the calendar year in which
applications are solicited up until the issuance of the Award, in which
a violation of any of the laws in paragraph (a) is found:
(1) A civil or criminal judgment;
(2) A final administrative merits determination of an
administrative adjudicative board or commission; or
(3) A decision of an administrative law judge or other
administrative judge that is not appealed and that becomes the final
agency action.
(c) For purposes of this section, a stipulated agreement means any
agreement (including a settlement agreement, conciliation agreement,
consent decree, or other similar document) to which the employer is a
party, entered into in the calendar year prior to the year in which
applications are solicited or the calendar year in which applications
are solicited up until the issuance of the Award, that contains an
admission that the employer violated any of the laws in paragraph (a).
(d) For purposes of this section, a contract debarment means any
order or voluntary agreement, pursuant to the laws listed in paragraph
(a), that debars the employer from receiving any future federal
contract. Employers shall be ineligible for an Award for the duration
of time that the contract debarment is in effect.
(e) For purposes of this section, a contract termination means any
order or voluntary agreement, pursuant to the laws listed in paragraph
(a), that terminates an existing federal contract prior to its
completion. Employers shall be ineligible for the Award if this
termination occurred in the calendar year prior to the year in which
applications are solicited or the calendar year in which applications
are solicited up until the issuance of the Award.
(f) VETS may delay issuing an Award to an employer if, at the time
of the Award is to be issued, VETS has credible information that a
significant violation of one of the laws in paragraph (a) of this
section may have occurred that could lead to an employer being
disqualified pursuant to any of paragraphs (b) through (e) of this
section.
Subpart C--Application Process
Sec. 1011.200 How will VETS administer the HIRE Vets Medallion Award
process?
The Secretary of Labor will annually--
(a) Solicit and accept voluntary applications from employers in
order to consider whether those employers should receive a HIRE Vets
Medallion Award;
(b) Review applications received in each calendar year;
(c) Notify such recipients of their Awards; and
(d) At a time to coincide with the annual commemoration of Veterans
Day--
(1) Announce the names of such recipients;
(2) Recognize such recipients through publication in the Federal
Register; and
(3) Issue to each such recipient--
(i) A HIRE Vets Medallion Award; and
(ii) A certificate stating that such employer is entitled to
display such HIRE Vets Medallion Award.
Sec. 1011.205 What is the timing of the HIRE Vets Medallion Award
process?
VETS will review all timely applications that fall under any cap
established in Sec. 1011.305 of this part to determine whether an
employer should receive a HIRE Vets Medallion Award, and, if so, of
what level.
(a) Performance period--except as otherwise noted in Sec. 1011.120
of this part, only the employer's actions taken prior to December 31 of
the calendar year prior to the calendar year in which applications are
solicited will be considered in reviewing the award.
(b) Solicitation period--VETS will solicit applications not later
than January 31 of each calendar year for the HIRE Vets Medallion Award
to be awarded in November of that calendar year.
(c) End of acceptance period--VETS will stop accepting applications
on April 30 of each calendar year for the Awards to be awarded in
November of that calendar year.
(d) Review Period--VETS will finish reviewing applications not
later than August 31 of each calendar year for the Awards to be awarded
in November of that calendar year.
(e) Selection of recipients--VETS will select the employers to
receive HIRE Vets Medallion Awards not later than September 30, of each
calendar year for the Awards to be awarded in November of that calendar
year.
(f) Notice of awards and denials--VETS will notify employers who
will receive HIRE Vets Medallion Awards not later than October 11, of
each calendar year for the Awards to be awarded in November of that
calendar year. VETS will also notify applicants who will not be
receiving an Award at that time.
Sec. 1011.210 How often can an employer receive the HIRE Vets
Medallion Award?
An employer who receives a HIRE Vets Medallion Award for one
calendar year is not eligible to receive a HIRE Vets Medallion Award
for the subsequent calendar year.
Sec. 1011.215 How will the employer complete the application for the
HIRE Vets Medallion Award?
(a) VETS will require all applicants to provide information to
establish their eligibility for the HIRE Vets Medallion Award.
(b) VETS may request additional information in support of the
application for the HIRE Vets Medallion Award.
(c) The chief executive officer, the chief human resources officer,
or an equivalent official of each employer applicant must attest under
penalty of perjury that the information the employer has submitted in
its application is accurate.
(d) Interested employers can access the application form via the
HIRE Vets Web site accessible from https://www.dol.gov/vets/.
(e) Applicants will complete the application form and submit it
electronically.
(f) Applicants who need a reasonable accommodation in accessing the
[[Page 39395]]
application form, submitting the application form, or submitting the
application fee may contact VETS at (202) 693-4700 or TTY (877) 889-
5627 (these are not toll-free numbers).
(g) Should the information provided on the application be deemed
incomplete, VETS will attempt to contact the applicant. The applicant
must respond with the additional information necessary to complete the
application form within 5 business days or VETS will deny the
application.
Sec. 1011.220 How will VETS verify a HIRE Vets Medallion Award
application?
VETS will verify all information provided by an employer in its
application to the extent that such information is relevant in
determining whether or not such employer meets the criteria to receive
a HIRE Vets Medallion Award or in determining the appropriate level of
HIRE Vets Medallion Award for that employer to receive. VETS will
verify this information by reviewing all information provided as part
of the application.
Sec. 1011.225 Under what circumstances will VETS conduct further
review of an application?
If at any time VETS becomes aware of facts that indicate that the
information provided by an employer in its application was incorrect or
that the employer does not satisfy the requirements at Sec. 1011.120,
VETS may conduct further review of the application. As part of that
review, VETS may request information and/or documentation to confirm
the accuracy of the information provided by the employer in its
application or to confirm that the employer is not ineligible under
Sec. 1011.120. Depending on the result of the review, VETS may either
deny or revoke the Award. If VETS initiates such review prior to
issuing the Award, VETS will not be required to meet the timeline
requirements in this part.
Sec. 1011.230 Under what circumstances can VETS deny or revoke an
Award?
(a) Denial of Award. VETS may deny an Award for any of the
following reasons:
(1) The applicant fails to provide information and/or documentation
as requested under Sec. 1011.225 of this part;
(2) VETS determines that the chief executive officer, the chief
human resources officer, or an equivalent official of the applicant
falsely attested that the information on the application was true; or
(3) The employer is ineligible to receive an Award pursuant to
Sec. 1011.120 of this part.
(b) Revocation of Award. Once the HIRE Vets Medallion Award has
been awarded, VETS may revoke the recipient's Award for the following
reasons:
(1) The HIRE Vets Medallion Award recipient fails to provide
information and/or documentation as requested under Sec. 1011.225 of
this part;
(2) VETS determines that the chief executive officer, the chief
human resources officer, or an equivalent official of the recipient
falsely attested that the information on the application was true;
(3) The employer was ineligible to receive an Award pursuant to
Sec. 1011.120 of this part; or
(4) The employer violated the display restrictions at Sec.
1011.405 of this part.
(c) If VETS decides to deny or revoke an Award, it will provide the
employer with notice of the Department's decision. An employer may
request reconsideration of VETS' decision to deny or revoke an Award
pursuant to Sec. 1011.500 of this part.
Subpart D--Fees and Caps
Sec. 1011.300 What are the application fees for the HIRE Vets
Medallion Award?
(a) The Act requires the Secretary to establish a fee sufficient to
cover the costs associated with carrying out the HIRE Vets Medallion
Program.
(b) The table in this paragraph sets forth the fees an employer
must pay to apply for the HIRE Vets Medallion Award. VETS will adjust
the fees periodically according to the Implicit Price Deflator for
Gross Domestic Product published by the U.S. Department of Commerce and
notify potential applicants of the adjusted fees.
(1) If a significant adjustment is needed to arrive at a new fee
for any reason other than inflation, then a proposed rule containing
the new fees will be published in the Federal Register for comment.
(2) VETS will round the fee to the nearest dollar.
Application Fees
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Small Employer Fee........................................... $90.00
Medium Employer Fee.......................................... 190.00
Large Employer Fee........................................... 495.00
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(c) All applicants must submit the appropriate application
processing fee for each application submitted. This fee is based on the
fee table provided at Sec. 1011.300(b) of this part. Payment of this
fee must be made electronically through the U.S. Treasury pay.gov
system or an equivalent.
(d) Once a fee is paid, it is nonrefundable, even if the employer
withdraws the application or does not receive a HIRE Vets Medallion
Award.
Sec. 1011.305 May VETS set a limit on how many applications will be
accepted in a year?
Yes, VETS may set a limit on how many applications will be accepted
in any given year.
Subpart E--Design and Display
Sec. 1011.400 What does a successful applicant receive?
(a) The Award will be in the form of a certificate and will state
the year for which it was awarded.
(b) VETS will also provide a digital image of the medallion for
recipients to use, including as part of an advertisement, solicitation,
business activity, or product.
Sec. 1011.405 What are the restrictions on display and use of the
HIRE Vets Medallion Award?
It is unlawful for any employer to publicly display a HIRE Vets
Medallion Award, in connection with, or as a part of, any
advertisement, solicitation, business activity, or product--
(a) for the purpose of conveying, or in a manner reasonably
calculated to convey, a false impression that the employer received the
Award through the HIRE Vets Medallion Program, if such employer did not
receive such Award through the HIRE Vets Medallion Program; or
(b) for the purpose of conveying, or in a manner reasonably
calculated to convey, a false impression that the employer received the
Award through the HIRE Vets Medallion Program for a year for which such
employer did not receive such Award.
Subpart F--Requests for Reconsideration
Sec. 1011.500 What is the process to request reconsideration of a
denial or revocation?
(a) An applicant may file a request for reconsideration of the
VETS' decision to deny or revoke a HIRE Vets Medallion Award or of
VETS' decision as to the level of Award by mailing a request for
reconsideration to the following address no later than fifteen business
days after the date of VETS' notice of its decision. Requests for
reconsideration must be sent to: HIRE Vets Medallion Program, DOL VETS,
200 Constitution Ave. NW., Room S1325, Washington, DC 20210.
(b) Requests for reconsideration pursuant to paragraph (a) of this
section must contain the following:
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(1) The employer name and identification number;
(2) The reason for the request; and
(3) An explanation, accompanied by any necessary documentation to
support its explanation, of why VETS' decision was incorrect.
(c) VETS may request from the employer filing such request any
additional evidence or explanation it finds necessary for
reconsideration.
(d) Within thirty business days after the later of the receipt of
the request or the receipt of any additional evidence or explanation
requested, VETS will issue a determination about whether to grant or
deny the request.
(e) No additional Department of Labor review is available.
Subpart G--Record Retention
Sec. 1011.600 What are the record retention requirements for the HIRE
Vets Medallion Award?
Applicants must retain a record of all information used to support
an application for the HIRE Vets Medallion Award for two years from the
date of application.
J.S. Shellenberger,
Deputy Assistant Secretary for the Veterans' Employment and Training
Service, U.S. Department of Labor.
[FR Doc. 2017-17249 Filed 8-17-17; 8:45 am]
BILLING CODE 4510-79-P