What can we do to accommodate the needs of wounded veterans? Read the blogs below to find out what more employers can do to employ wounded warriors while benefiting the overall company.
You’re not alone. There are dozens of resources and groups, both government and civilian, that can guide you on hiring veterans and spouses. From learning military basics to understanding legal requirements to locating potential applicants, help is out there with every step of the process.
State funding. Department of Veterans Affairs eBenefits Employment Center. This joint venture of the Department of Veterans Affairs, Department of Defense, Department of Labor, Office of Personnel Management and Small Business Administration provides veterans with a career/occupation assessment tool, military skill translator and resume builder. Employers can set up an account at the eBenefits site. The website provides a virtual transition and employment resource center that can connect registered users directly to registered employers. Registered users also can browse job listings, create and post resumes, and apply for jobs directly on the site. Registered employers have the ability to post jobs, accept applications, search a database of almost 40,000 posted resumes and connect with career seekers at no cost.
Some of your veterans may have injuries or an illness, resulting in a disability because of their service. If an employee reveals to an employer that they have a disability, the employer must accommodate that employee, whether the disability is physical or a mental health issue, so that the worker can perform the essential functions of the job. Be sure to check with disabled employees on any accommodations they may need. A common perception of a “wounded warrior” is a veteran who has lost an arm or a leg, or someone who uses a wheelchair. Keep in mind that hearing loss, vision impairment or having limited mobility of an arm is also considered to be a disability. Veterans do not have to disclose a disability, and employers are not allowed to ask questions about any disability in a job interview, though an employer can ask a candidate whether they can perform the functions of the job.