RSS Feed!


Archive for May, 2016

Prime, Inc. to Pay Over $3 Million After Court Ruled it Used Discriminatory Hiring Practices (May 31, 2016)

Tuesday, May 31st, 2016

Trucking Giant’s Same-Sex Trainer Policy Kept Women Drivers Out of Jobs, Federal Agency Charged

ST. LOUIS – New Prime Trucking, Inc., one of the nation’s largest trucking companies, will pay over $3.1 million and will make job offers to women who were victims of the company’s unlawful discriminatory hiring policy, the U.S. Equal Employment Opportunity Commission (EEOC) announced today. The payments follow an earlier court order finding that the company violated federal law by discriminating against female truck driver applicants when it required that they be trained only by female trainers.

According to the court’s prior order, the company, which does business as Prime Inc., violated Title VII of the Civil Rights Act of 1964 by engaging in a pattern or practice of discrimination when it denied employment opportunities to women through its same-sex trainer policy. Prime adopted its policy in 2004 after it was found in a previous EEOC lawsuit to have violated Title VII based upon the sexual harassment of one of its female driver trainees. EEOC filed the present suit against Prime in September 2011 based on a discrimination charge filed by Deanna Roberts Clouse. Because Prime had very few female trainers, its same-sex trainer policy forced female trainees to wait extended periods of time, sometimes up to 18 months, for a female trainer to become available, which re­sulted in most female driver trainees being denied employment. Male applicants were promptly assigned to male trainers. Prime ceased using its same-sex trainer policy in 2013 as a result of the agency’s suit.

After the court’s order on liability, Prime agreed to pay $250,000 to Clouse to resolve her claims. Last month, Prime agreed via consent decree to pay over $2.8 million in lost wages and damages for 63 other women who were denied job opportunities. EEOC was unable to determine the precise number or identities of all women affected by Prime’s unlawful policy because, as the court found, Prime failed to “preserve the lists [of women who were put on waiting lists] and cooperate in identifying women impacted by the policy …” The order on liability and consent decree were entered in the U.S. District Court for the Western District of Missouri (EEOC v. New Prime Trucking, Inc. Civil Action No.6:11-CV-03367 MDH).

On May 27, the court permanently enjoined Prime from discriminating against applicants or employees on the basis of sex and ordered that Prime shall not implement a same-sex trainer policy or practice that creates barriers to the entry or advancement of female driver applicants or employees. The court’s order will ensure the company does not adopt a same-sex trainer policy again. The court also ordered Prime to give priority hiring consideration to the class members and make them immediately eligible for benefits without a waiting period.

“I am pleased by this latest settlement in a series of EEOC cases to address hiring barriers for women in the workplace,” said EEOC General Counsel David Lopez. “Women who were denied jobs will now be compensated and have the opportunity to be hired.”

Andrea G. Baran, regional attorney of EEOC’s St. Louis District, said, “When women break into male-dominated fields, they are often trained by men. We should not expect that these women will be sexually harassed. It is disrespectful to men everywhere to assume that they will harass women if they work together in close quarters. Rather, employers have a responsibility to adopt strict anti-harassment policies and practices and enforce them so that all employees – regardless of sex – can work and succeed together.”

EEOC St. Louis District Director James R. Neely, Jr. added, “Being male or female is not relevant to whether a person can be a good truck driver. While the trucking industry was desperately looking for drivers, Prime locked women out of their workforce rather than focus its efforts on preventing sexual harassment. Moving forward, we hope that Prime will respect the court’s injunction and provide equal opportunities to all applicants, without respect to sex.”

According to company information, Prime is one of the nation’s largest refrigerated, flatbed and tanker carriers. It is based in Springfield, Mo., and employs over 2,000 persons. Prime provides truck-freight services to customers in Mexico, the United States, and Canada.

Eliminating barriers in recruitment and hiring, especially class-based recruitment and hiring practices that discriminate against racial, ethnic and religious groups, older workers, women, and people with disabilities, is one of six national priorities identified by EEOC’s Strategic Enforcement Plan.

EEOC’s St. Louis District Office oversees Missouri, southern Illinois, Nebraska, Kansas and Oklahoma. EEOC enforces federal laws prohibiting employment discrimination. Further information about the agency is available at its website,

Office of Disability Employment Policy Newsletter (May 27, 2016)

Sunday, May 29th, 2016

For more information, go to

#InclusionWorks — NDEAM Theme Blog

In a May 27 post on the DOL blog site, Jennifer Sheehy, Deputy Assistant Secretary of Labor for Disability Employment Policy, announced the theme for National Disability Employment Awareness Month (NDEAM) for 2016, #InclusionWorks. Noted Sheehy, “With this year’s hashtag theme, we hope to spur individuals and groups to post images and stimulate discussion on social media about the many ways “inclusion works,” and I’m looking forward to the dialogue!” While NDEAM is celebrated in October, the theme was released this month to help with advance planning for observances in the fall.

ODEP to Host Webinar on the Value of Inclusive Service and AmeriCorps Programs for Youth with Disabilities — June 9, 2:00-3:00 PM EDT

Are you interested in learning more about how to connect youth with disabilities to inclusive service and volunteer opportunities as a pathway to employment? On June 9, 2:00-3:00 PM EDT, the Office of Disability Employment Policy will host a webinar on this topic in partnership with the Corporation for National and Community Service. This webinar will provide an overview of the benefits of volunteering, detail national service programs like AmeriCorps for youth with disabilities to choose from, and feature the experiences of a service alum with a disability. AmeriCorps recruitment season is approaching this summer, so tune in to learn how to take advantage of these opportunities.

Workforce Recruitment Program Seeks Federal Employees to Recruit Students with Disabilities

The Workforce Recruitment Program (WRP) is a recruitment and referral program that connects federal and private sector employers nationwide with highly motivated college students and recent graduates with disabilities who are eager to prove their abilities in the workplace through summer or permanent jobs. The WRP is the primary pipeline bringing students and recent graduates with disabilities into federal employment. Volunteers are needed to act as WRP recruiters for the upcoming recruitment season, which runs from October 27 through November 18, 2016. Recruiters must be federal employees who can commit to conducting at least 10 30-minute phone interviews with students from across the country, and to evaluate each student candidate in writing. The required recruiter training is conducted online and can be completed in about 90 minutes. Registration is open until August 15, 2016.

PEAT Twitter Chat: Social Media and eRecruiting — June 2, 2:00-2:30 PM EDT

Join the Partnership on Employment & Accessible Technology (PEAT) and digital marketer Eliza Greenwood (@E_lizaG) on June 2, 2:00-2:30 PM EDT, to discuss how accessibility concerns can impact social media usage by job seekers and recruiters. Participants can join this real-time Twitter conversation by following and tagging their posts with the hashtag #PEATtalks.

PEAT Blog Explores Social Media, Recruiting and Accessibility

This week, the Office of Disability Employment Policy (ODEP)-funded Partnership on Employment & Accessible Technology (PEAT) issued a blog post exploring social media’s impact on recruiting and hiring job candidates. Citing research from the Society for Human Resource Management (SHRM)—an ODEP Alliance partner—the piece reports that 84% of organizations are now using social media for recruiting, up from 56% in 2011. “More and more, employers are posting job openings and information for job seekers on social media,” writes PEAT. “When these posts are not accessible, it’s yet another barrier for people with disabilities. In addition, employers are not reaching the entire talent pool that could be available to them.” The new data reinforce points made within PEAT’s TalentWorks tool, which helps employers ensure their eRecruiting tools are accessible to job seekers with disabilities.

Latest EARN Newsletter Now Available

The Employer Assistance and Resource Network on Disability Inclusion (EARN) has issued its May 25 newsletter, featuring information on the National Disability Employment Awareness Month (NDEAM) theme #InclusionWorks, Equal Employment Opportunity Commission (EEOC) news, an Office of Federal Contract Compliance Programs (OFCCP) directive, upcoming web events, and more.

Federal Communications Commission Seeks Comments on Proposed Rule Regarding Video Described Programming

The Federal Communications Commission (FCC) is now proposing revisions to its rules that would expand the availability of, and support consumer access to, video described programming, for the benefit of consumers who are blind or visually impaired. The FCC is seeking comments on its tentative conclusion regarding the costs and benefits of these proposed rules, on the proposed rules themselves, on appropriate timelines for the proposed rules, and on other possible changes to the rules to ensure that blind and visually impaired consumers have access to television programming. Comments are due on or before July 26, 2016.

Office of Disability Employment Policy Newsletter (May 20, 2016)

Tuesday, May 24th, 2016

For more information, go to

ODEP Signs Alliance with Association of University Centers on Disability

Expanding the availability of resources and information on fostering an inclusive workforce is a key component of promoting the employment of individuals with disabilities. For this reason, the Office of Disability Employment Policy (ODEP) signed a formal alliance with the Association of University Centers on Disabilities (AUCD) this week. AUCD is a membership organization that brings together university-based interdisciplinary programs and community resources nationwide to achieve meaningful change for people with disabilities in all aspects of society, including the workplace.

YouthACT Transition Truths National Online Dialogue — May 19-22, 2016

Are you a young person with a disability or a youth ally of the disability community? There is an important conversation going on about what youth with disabilities (ages 13-25) need to become successful adults, and we need to hear from you! The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) and the National Collaborative on Workforce and Disability for Youth invite you to participate in our YouthACT Transition Truths National Online Dialogue. We hope youth will join this online conversation and share your ideas on the strategies and supports that can help youth and young adults with disabilities and their peers become successful adults. The YouthACT Transition Truths National Online Dialogue will take place from Thursday, May 19 until Sunday, May 22, 2016.

Job Accommodation Network Publishes New Blogs

The Job Accommodation Network (JAN) recently posted two blogs on its Ask JAN Blog site. In a May 12 post, “New Employer’s Guide to the Family and Medical Leave Act Announced at DMEC Employer Compliance Conference,” Tracie DeFreitas, JAN Lead Consultant and ADA Specialist, reflected on her trip to the Disability Management Employer Coalition’s (DMEC) annual FMLA/ADA Employer Compliance Conference. On May 13, DeFreitas posted “Avoiding ‘The Waiting Place’ After Requesting Medical Information,” in which she discussed medical information requests related to the job accommodation process.

HHS Finalizes Rule to Improve Health Equity under the Affordable Care Act

The U.S. Department of Health and Human Services (HHS) has issued a final rule to advance health equity and reduce health care disparities. Under the rule, individuals are protected from discrimination in health care on the basis of race, color, national origin, age, disability and sex, including discrimination based on pregnancy, gender identity and sex stereotyping. The “Nondiscrimination in Health Programs and Activities” final rule implements Section 1557 of the Affordable Care Act, which is the first federal civil rights law to broadly prohibit discrimination on the basis of sex in federally funded health programs. Previously, civil rights laws enforced by HHS’s Office for Civil Rights (OCR) broadly barred discrimination based only on race, color, national origin, disability, or age. In addition to implementing Section 1557’s prohibition on sex discrimination, the final rule also enhances language assistance for people with limited English proficiency and helps to ensure effective communication for individuals with disabilities.

Office of Disability Employment Policy’s “Business $ense” (May 16, 2016)

Monday, May 16th, 2016

Accommodating Allergies and Asthma Symptoms — Nothing to Sneeze At

In most parts of the country, spring fever is in full swing. The temperature is rising, and those legendary April showers have brought May flowers — and extremely high pollen counts. As a result, millions of people are experiencing allergies or asthma symptoms, and some of them are likely in your workplace.

While allergies and respiratory issues can occur year round, spring is an especially fitting time for employers to learn about workplace accommodations that may help employees with such conditions remain productive on the job. And thanks to the Job Accommodation Network (JAN), there are a number of free resources that can help.

JAN’s Accommodation Ideas for Allergies webpage is a gateway to numerous guides, resources and effective practices that can prove useful for employees with respiratory impairments. In these publications, JAN points out that respiratory issues alone are not considered disabilities under the ADA, however, many conditions caused by respiratory-related illnesses are in fact disabilities that an employer may have to accommodate.
For example, symptoms of respiratory impairment may include labored breathing, asthma attacks, fatigue, mobility problems and heightened sensitivity to ordinary substances and chemicals. Workplace accommodations that can mitigate these symptoms include everything from providing air purification, to alternative pest management policies, to modifying the location where work is performed.

So this hay fever season — and all year round — it’s important to remember that accommodating episodic health conditions associated with allergies and asthma is nothing to sneeze at. It should be a fundamental pillar in your approach to fostering an inclusive workplace, one where employees feel comfortable requesting the supports they need to do their job better.

For more information, go to

Justice Department’s Office of Special Counsel for Immigration-Related Unfair Employment Practices Announces Online Form (May 16, 2016)

Monday, May 16th, 2016

The Office of Special Counsel for Immigration-Related Unfair Employment Practices (OSC) is pleased to announce that members of the public can now complete and submit charge forms online through OSC’s website, in addition to the methods currently available (mail, fax, or email). At this time, we are rolling out the electronic charge form in English and Spanish, and will be adding additional languages in the near future.

If you have any questions or if you suspect employment discrimination, we encourage you to contact OSC’s worker hotline at 1-800-255-7688 (Mon – Fri, 9am-5pm EST), or 1-800-237-2515 (TTY for hearing impaired).

For more information, go to

Office of Disability Employment Policy Newsletter (May 12, 2016)

Friday, May 13th, 2016

For more information, go to

National Disability Employment Awareness Month — #InclusionWorks

The U.S. Department of Labor’s Office of Disability Employment Policy (ODEP) has selected the theme for 2016’s National Disability Employment Awareness Month (NDEAM) — #InclusionWorks. Observed in October, NDEAM is a nationwide campaign celebrating the skills and talents workers with disabilities bring to our workplaces. Led nationally by ODEP, NDEAM’s true spirit lies in the many grassroots observances held nationwide every year. Each spring, the theme for the year’s celebration is announced to help organizations and groups plan their events. The hashtag theme is intended to spur both individuals and groups to post images and stimulate discussion on social media about the many ways “inclusion works.”

Talent Matters: Leveraging Disability-Inclusive Outreach and Recruitment Strategies — June 30, 1:00-2:30 PM ET

To help employers learn effective outreach and recruitment strategies to attract qualified individuals with disabilities, the Employer Assistance and Resource Network on Disability Inclusion (EARN) is hosting a webinar on ways to build a disability-inclusive talent pipeline. This panel presentation will focus on partnering with community-based organizations and connecting with service providers that can identify and prepare individuals with disabilities for specific workforce needs. This webinar, to be held June 30, 1:00-2:30 PM ET, will be of particular interest to disability program managers, diversity and inclusion professionals, human resources professionals, managers and hiring officials, from both the private and public sectors.

Latest EARN Newsletter Now Available

The Employer Assistance and Resource Network on Disability Inclusion (EARN) has issued its May 11 newsletter, featuring information on Mental Health Month, two articles on disability issues published by the Society for Human Resource Management, upcoming web events, and more.

PEAT Talks: Sharing Success from the WWW+W4A Accessibility Hackathon — May 19, 2:00-2:30 PM ET

The Partnership on Employment & Accessible Technology (PEAT) will hold its next PEAT Talk on May 19, 2:00-2:30 PM ET. This special installment of the monthly speaker series will focus on the outcomes of the WWW+W4A Accessibility Hackathon sponsored by Google Montreal and PEAT. The event, held on April 13, challenged participants to take a popular web-based product used widely in workplaces and schools and make it accessible to all users. During this PEAT Talk, the winners will present their innovations to help mark Global Accessibility Awareness Day (GAAD).

“Driving Your Own Success” — Careers & the disABLED Magazine Features ODEP Employee

In a recent article in Careers & the disABLED magazine, “Driving Your Own Success,” Lois Vidaver profiled employees in the Federal government and military sectors as models for people with disabilities considering careers in these fields. Highlighted among them was Nathan Cunningham, policy advisor in the U.S. Department of Labor’s Office of Disability Employment Policy. Cunningham described his own career path and provided advice for job seekers, including the importance of skills such as clear written and oral communications, flexibility, self-motivation, and critical, interdisciplinary thinking. “Although definitions of success and skill-attainment may vary for different people in different fields, a few skills stand out to me as particularly important across careers, and I continue to hone them as I take on new responsibilities,” Cunningham said.

EEOC Releases Publication on Leave and the Americans with Disabilities Act

The U.S. Equal Employment Opportunity Commission (EEOC) has issued a new resource document that addresses the rights of employees with disabilities who seek leave as a reasonable accommodation under the Americans with Disabilities Act (ADA). The document, entitled “Employer-Provided Leave and the Americans with Disabilities Act,” is intended to help educate employers and employees about workplace leave under the ADA to prevent discriminatory denials of leave from occurring. It consolidates existing guidance on ADA and leave into one place, addressing issues that arise frequently regarding leave as a reasonable accommodation, including the interactive process, maximum leave policies, “100 percent healed” policies, and reassignment. It also provides numerous examples that illustrate existing legal requirements and obligations for both employees and employers.

FTA Launches National Aging and Disability Transportation Center Website

The U.S. Department of Transportation’s Federal Transit Administration (FTA) has unveiled a new website focused on increasing access to transportation for older adults, people with disabilities, and caregivers. The National Aging and Disability Transportation Center (NADTC) site offers resources, webinars, publications, and technical assistance on accessible community transportation options.

Federal food service contractor settles charges of gender-based hiring discrimination for entry-level Michigan, Kentucky, Wisconsin warehouse jobs (May 2016)

Thursday, May 12th, 2016

Gordon Food Service Inc. to pay women $1.85M in back wages, benefits

WYOMING, Mich. – For a second time, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs has determined that a Michigan-based, federal food service contractor systematically discriminated against 926 qualified women seeking entry-level warehouse laborer jobs.

In agreements with the department, Gordon Food Service, Inc. of Wyoming will pay a total of $1.85 million to female applicants, hire 37 female applicants and stop using a strength test that OFCCP found to be discriminatory.

An OFCCP investigation of GFS, which has not admitted liability, found that the company systematically eliminated qualified women from the hiring process through various discriminatory means, including the unlawful use of the strength test. The women had applied for laborer positions at four warehouses in Brighton and Grand Rapids, Michigan; Kenosha, Wisconsin; and Shepherdsville, Kentucky. Investigators determined the company’s discriminatory hiring practices resulted in the hiring of only six females while GFS hired nearly 300 males throughout the investigation period.

GFS, which provides products to the U.S. Departments of Defense and Agriculture and to the Federal Prison System, has entered into three conciliation agreements to resolve the discrimination findings. The women affected by the alleged discrimination reside primarily in Illinois, Indiana, Kentucky, Michigan and Wisconsin.

“Too often we find ‘tests’ like the one used in this case that exclude workers from jobs that they can in fact perform,” said Patricia A. Shiu, director of the U.S. Department of Labor’s Office of Federal Contract Compliance Programs. “In this case, women were denied good-paying jobs. We are making sure that these women are compensated and that some are able to get the work they sought when positions become available.”

In 2007, GFS settled charges of sex discrimination in hiring for similar entry-level labor jobs at its Grand Rapids and Brighton warehouses. In that case, the company provided $450,000 in back pay and interest to the affected women.

Since 2010, GFS has won nearly $4.5 million in federal contracts to provide perishable and non-perishable foods. GFS is one of North America’s largest food distribution companies with more than 170 U.S. locations. In addition to its government contracts, the company supplies restaurants, schools, universities and hospitals.

OFCCP enforces Executive Order 11246, Section 503 of the Rehabilitation Act of 1973, and the Vietnam Era Veterans’ Readjustment Assistance Act of 1974. Collectively, these laws make it illegal for contractors and subcontractors doing business with the federal government to discriminate in employment on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, disability or status as a protected veteran. In addition, contractors and subcontractors are prohibited from discharging or discriminating against applicants or employees who inquire about, discuss or disclose their compensation or that of others, subject to certain limitations. For more information, visit

OFCCP recently launched the Class Member Locator. The purpose of the CML is to identify applicants and/or workers who have been impacted by OFCCP’s compliance evaluations and complaint investigations and who may be entitled to a portion of monetary relief and/or consideration for job placement. If you think you may be a class member who applied to one of the designated facilities of Gordon Food Service, Inc., between January, 2010, and September, 2012, please visit our website at:, where you can also find information about other recent OFCCP settlements, or call 877-716-9783.

OFCCP Announces a Webinar on the Revised FAAP Directive (May 2016)

Thursday, May 12th, 2016

The Office of Federal Contract Compliance Programs (OFCCP) issued Directive (DIR) 2013-01, Revision 1 on April 28, 2016. This directive, available on OFCCP’s Web site, outlines how contractors apply for and maintain functional affirmative action programs (FAAP).

To learn more about OFCCP’s FAAP Program and DIR 2013-01 Revision 1, please join us for an informational webinar on May 19, 2016. During the one hour webinar, contractors will learn about the FAAP program and how to apply for a FAAP agreement. Contractors are invited to submit questions before and during the webinar.

To register for the May 19th webinar, please use the following link: Or, go to to locate the registration link.

View the directive at:

Labor Department’s Office of Federal Contract Compliance Programs Offers Updated Affirmative Action Directive (May 9, 2016)

Tuesday, May 10th, 2016

OFCCP published its Office of Management and Budget approved Functional Affirmative Action Program directive. The revised directive outlines the procedures contractors must follow when requesting OFCCP’s approval to develop affirmative action programs by business or functional unit. OMB approved OFCCP using the procedures included in the revised directive through April 30, 2019. Directive 2013-01, Revision 1: Functional Affirmative Action Programs, is available on OFCCP’s Web site at

Office of Disability Employment Policy Newsletter (May 6, 2016)

Sunday, May 8th, 2016

ODEP to Host National Online Dialogue to Hear from Youth — May 19-22

From May 19-22, the U.S. Department of Labor’s Office of Disability Employment Policy will host a national online dialogue. During this discussion, youth and young adults with disabilities between the ages of 13-25 will share ideas about what they need to become successful adults, and they will comment and vote on one another’s ideas. These ideas will reflect what young people care about and need from service professionals, peers, family members, employers, advocates and policymakers. The dialogue will focus on ideas for success in six main areas: 1) Learning in School & Beyond, 2) Preparing for the Workforce, 3) Health & Healthcare Access, 4) Self-Advocacy in Everyday Life, 5) Voting & Community Engagement, and 6) Taking Care of Daily Life & Supports.

JAN Publishes “Accommodation and Compliance Series: Providing Temporary or Trial Accommodation Solutions”

The Job Accommodation Network (JAN) has released a new publication in its Accommodation and Compliance Series, “Providing Temporary or Trial Accommodation Solutions.” Author Tracie DeFreitas, JAN Lead Consultant, explains that in some situations, short-term accommodations may work best for both employer and employee. “For example,” explains DeFreitas, “implementing a temporary change offers the opportunity to evaluate an accommodation for effectiveness before making the decision to implement the change long-term.” She illustrates several situations in which a temporary accommodation solution could be appropriate. In addition, she provides a sample temporary/trial accommodation approval form.

“PEAT Talks: Building Accessible Online Recruiting and Hiring Systems” Now Archived

In this April 21 PEAT Talk, Denis Boudreau, a Montreal-based senior web accessibility consultant and strategist working for Deque, and an invited expert of the World Wide Web Consortium (W3C), talks about why accessible eRecruiting tools make sense and the simple steps that web developers and designers can take to ensure that job seekers with disabilities are not excluded from employment opportunities. Boudreau has been advocating social inclusion on the web since 2001, and actively tweets about web accessibility and digital inclusion at @dboudreau.

LEAD Center Issues Policy Update — Employment, Health Care and Disability

The LEAD Center’s Policy Update — Employment, Health Care and Disability is a monthly update focusing on the intersection of disability, employment and health care policy. It provides policymakers, disability service professionals, individuals with disabilities and their families with information about relevant policy developments regarding Medicaid, the Affordable Care Act and related topics, with a focus on improving employment outcomes for individuals with disabilities. The April 2016 update features stories on the work of the Advisory Committee on Increasing Competitive Integrated Employment for Individuals with Disabilities (ACICIEID) in preparation for their September 2016 final report, CMS approval of Tennessee’s HCBS Transition Plan and its employment provisions, three recent bills that were introduced in Congress to expand the flexibility and the number of people who have access to the tax-advantaged savings accounts created by the Achieving a Better Life Experience Act (ABLE), and more.

National Disability Institute Seeks Feedback on LEAD Center Website Design

National Disability Institute (NDI) is in the process of redesigning its LEAD Center website, and is interested in collecting feedback from site users to better serve their needs and improve the website for all. The feedback form should take no longer than 10 minutes to complete. Please take a moment to click through the site prior to completing the form. Responses are considered confidential and therefore will not be released, shared or published. Results will be reported in aggregate data sets only.

Veterans’ Employment and Training Service Announces Website

The U.S. Department of Labor’s Veterans’ Employment and Training Service (VETS) has unveiled a new website,, that provides a single employment services resource for veterans, including disabled veterans. The site brings together job resources such as the American Job Centers, self-employment information, tools for employers and more. In a blog introducing the site, Mike Michaud, assistant secretary of labor for veterans’ employment and training, noted “I encourage everyone to try it out today, and spread the word about all the resources has to offer.”