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The Employer Assistance and Resource Network on Disability Inclusion (EARN) offers information and resources to help employers recruit, hire, retain, and promote people with disabilities; building an inclusive work culture; and meeting the goals of Diversity, Equity, Inclusion and Access (DEIA).
Jobs For 100 Disabled Veterans
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As military personnel transitioned to civilian jobs, American businesses benefited. Veterans provide organizations of all sizes in all industries with qualified, committed job candidates with transferable skills that can be proven in real-world situations. Veterans grasp new concepts quickly and work well both independently and as part of a team—skills that are highly valued in any workplace. During their service, some veterans may have acquired disabilities, whether visible or not, that affect daily work-related activities.
American employers play an important role in ensuring the success of veterans in the workplace. In general, some simple workplace adaptations are necessary for employers to take advantage of the specialized, skilled workforce that has sacrificed in service to our nation.
Employers who hire disabled veterans may qualify for certain tax incentives. For employers who are federal contractors and subcontractors, there is an additional reason to proactively hire veterans—doing so can help them achieve their goals under the Vietnam Era Veterans Readjustment Assistance Act. Section 503 of the Rehabilitation Act. Through several initiatives, the federal government has pledged to be a model employer of veterans, including those with disabilities.
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Regardless of the nature of the employer, the following frequently asked questions can help understand the issues associated with hiring disabled veterans. You can learn more about supporting disabled veterans in the workplace on the National Organization for the Disabled website.
Veterans with service-connected disabilities typically follow one of five pathways to employment upon separation from the military. The song they choose defines the steps they must take before parting ways. The five songs are: re-employment with their former employer; Quick access to work; own work; employment through long-term service; or independent living services.
The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA, 38 U.S.C. § 4301 - 4335) is a federal law intended to ensure that individuals who serve or have served in the Armed Forces, Reserves, National Guard, or other "uniform services: " ( 1) not disadvantaged in his civil career because of his service; (2) who are immediately reemployed in their civilian jobs after returning from duty; and (3) non-discrimination in employment on the basis of past, present, or future military service. The federal government must be a "model employer" under USERRA (38 U.S.C. § 4301). For more information on USERRA please visit the Veterans Employment and Training Service (VETS) website.
USERRA prohibits employers from discriminating against employees or job applicants based on their military status or military service. WE. It also protects the right of reemployment of those who leave their civilian jobs (voluntarily or involuntarily) to serve in the uniformed service, including the reserve forces and the state, District of Columbia, and territories (eg Guam) National Guards.
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Both USERRA and the ADA contain reasonable accommodation obligations; However, USERRA requires employers to do more than the ADA, that they make reasonable efforts to help veterans return to work to become eligible for employment. Whether or not the veteran has a service-connected disability that requires reasonable accommodation, the veteran must assist the employer in qualifying to perform the duties of the position. This includes providing training or retraining for the position.
Title I of the ADA prohibits employers from discriminating against qualified individuals with disabilities in relation to hiring, promotion, termination, and other terms, conditions, and privileges of employment. The ADA also prohibits disability-based harassment and provides that applicants and employees with disabilities have the right to reasonable accommodations that cause undue hardship ("substantial inconvenience or expense").
No. A veteran must meet the ADA's definition of a disability. ADA defines "person with a disability" as a person who (1) has a physical or mental impairment that substantially limits one or more major life activities; (2) have a record of such impairment; or (3) considered to have such an impairment. This definition of disability may differ from the definition used in other laws. For example, the term "disabled veteran" means a person who served on active duty in the armed forces, was honorably discharged, and received a service-connected disability or aggravating or compensating disability during active duty. Retirement benefits, or pensions due to public legislation issued by the Department of Retired Affairs or the Department of the Military. For more information on the employment rights of disabled veterans, read the Equal Employment Opportunity Commission's (EEOC) guide "Veterans and the Americans with Disabilities Act: A Guide for Employers."
The ADA does not have a list of medical conditions that constitute a disability. Instead, the ADA has a general definition of disability that every person must meet. Therefore, some people with TBI and/or PTSD have disabilities under the ADA and some do not. A person has a physical or mental disability that significantly limits one or more major life activities, has a record of such a disability or is considered to have such a disability. For more information on how to determine whether a person has a disability under the ADA, visit the EEOC website.
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Can an employer require that an applicant be a "Disabled Veteran" in order to hire someone with a service-connected disability?
Yes. Although employers generally do not ask applicants for medical information before making a job offer, they may ask applicants to identify themselves for verification purposes. SeeEEOC Enforcement Guidance: Disability-Related Questions and Medical Examinations Under the Americans with Disabilities Act.
What steps should an employer take if an applicant is asked to self-identify as a "Disabled Veteran" for verification purposes?
If the employer invites the applicant to identify himself voluntarily, the employer must clearly and clearly indicate or state in the written questionnaire used for this purpose (if no written questionnaire is used), that:
Employment Opportunities For Veterans
Information collected for authentication purposes should be separated from the application to ensure confidentiality is maintained. The Code of Federal Regulations provides a model invitation for self-identification to federal contractors who are considered covered entities under the VEVRAA.
Yes, there are tax incentives for employers to hire and accommodate veterans with service-connected disabilities under the Work Opportunity Tax Credit (WOTC) program. Employers receive tax credits when they hire veterans who have completed or received rehabilitation services through the state or the Department of Veterans Affairs (VA) or are household members who are or have recently received food stamps. Learn more about the benefits available to employers who hire disabled veterans.
There is no evidence to show a correlation between hiring veterans with disabilities and rising insurance rates. In fact, evaluating and restructuring tasks and work processes, as well as making employee accommodations if necessary, can improve overall safety ratings.
Yes, employers who are federal contractors and subcontractors must complete the VETS-100 report. Use the Department of Labor's VETS-4212 Federal Contractor Reporting Advisor to help determine whether your company should file a VETS-4212 report. VEVRAA requires certain federal contractors to establish annual hiring standards for protected veterans and to collect and analyze employment data.
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The Occupational Information Network (O*NET) is a comprehensive database of occupational skills, knowledge and other attributes - including what veterans bring to the workforce. O*NET has online tools to help you match your military education and training with the requirements of your current position. You can use O*NET's online tools, specifically Crosswalk Search, to find jobs that match the "military job classification."
Employers should realize that once they hire a veteran with a disability, they are not alone. A wealth of support services are available to help respond to the unique needs of employees with disabilities or combat-related injuries. If available, a company's Employee Assistance Program (EAP) is a good place to get advice and help for workers who have experienced TBI, PTSD, and other disabilities. And to find out what kind of workplace accommodations they need to make, employers can call the Job Accommodations Network (JAN), a free consulting service that provides individualized workplace accommodation solutions and technical assistance related to the ADA and disability-related laws.
Employers can get information about accommodating service members, veterans or others with PTSD and TBI from JAN, a free consulting service that provides individualized workplace accommodation solutions and technical assistance. Information and other support services are available from your local vet center, the National Center for PTSD, and the ADA National Network.
I recently hired a veteran with a service-connected disability
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