New West Virginia law allows hiring preference for veterans

by Thomas S. Kleeh

West Virginia will join the list of states that allow hiring preferences for veterans when a new law takes effect on June 22.

House Bill 4507 was signed into law on March 24. Its purpose is to assist veterans and disabled veterans in securing employment. The new law amends the provisions of the West Virginia Human Rights Act (WVHRA) that outline unlawful discriminatory practices by West Virginia employers. The new law also adds a section to the WVHRA setting forth the circumstances in which employers may have hiring preferences for military personnel.

“Veteran” is defined as any servicemember who has been honorably discharged after providing more than 180 consecutive days of full-time active-duty service in the U.S. armed services or reserves, including the National Guard. A veteran also may be granted preference in the hiring process if he has been issued a service-connected disability rating by the U.S. Department of Veterans Affairs (VA).

Veterans covered by the new law may be given preference in the hiring process if they meet all the knowledge, skill, and eligibility requirements of the job.

For more information on the new veterans hiring preference law, see the May issue of West Virginia Employment Law Letter.

Thomas S. Kleeh  is an attorney with Steptoe & Johnson PLLC in Charleston, West Virginia. He can be reached at thomas.kleeh@steptoe-johnson.com.

About West Virginia Employment Law Letter:
Excerpted from West Virginia Employment Law Letter and written by attorneys at the law firm of Steptoe & Johnson PLLC. WEST VIRGINIA EMPLOYMENT LAW LETTER should not be construed as legal advice or a legal opinion on any specific facts or circumstances. The contents are intended for general information purposes only. Anyone needing specific legal advice should consult an attorney. The State Bar of West Virginia does not certify specialists in the law, and we do not claim certification in any listed area. For further information about the content of this article, please contact any of the attorneys at Steptoe & Johnson PLLC.
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