by Tammy Binford
It’ll soon be July 4th, a day many employers mark by declaring a holiday so employees can have time for patriotic celebrations. But many of those people so fervently celebrated – the nation’s veterans – would be happier to be earning a paycheck than to be feted with a parade.
Recent statistics show improvement in the employment rate for veterans over the last year, but officials note more progress is needed. Figures compiled by the Institute for Veterans and Military Families at Syracuse University show that the unemployment rate for all veterans in May 2013 was 6.6 percent. That’s down from 7.8 percent in May 2012 but up from 6.2 percent in April 2013. The unemployment rate for post-9/11 veterans isn’t quite so favorable. It was 7.3 percent in May 2013, compared to 12.7 percent in May 2012. 
Despite relatively low unemployment numbers, the picture isn’t all positive. The unemployment rate for the youngest post-9/11 veterans is still well into double digits. The rate for those ages 20-24 was 17.7 percent in May 2013, down from 22.1 percent in May 2012. The rate for nonveterans ages 20-24 was 13.4 percent in May 2013 and 13.2 percent in May 2012.
Finding, hiring veterans
Employers interested in recruiting the wave of veterans returning to the civilian workforce have encountered challenges, but help is available. America’s Heroes at Work, a program of the U.S. Department of Labor, has developed a toolkit aimed at employers interested in beginning or beefing up a veterans hiring initiative. The toolkit includes six steps.
Step 1: Design a strategy for your veterans hiring program
This step includes learning about the benefits of hiring veterans including those just beginning the transition from the service and those with service-connected injuries or illnesses.
Employers are advised to learn about tax incentives associated with hiring veterans. The toolkit points out that companies can save up to $4,800 per veteran hired. The primary tax credit is the Work Opportunity Tax Credit, IRS Form 5884. Also, the American Recovery and Reinvestment Act of 2009 includes tax incentives for hiring veterans and not just those with disabilities.
Step 2: Create a welcoming and educated workplace for an easy military to civilian transition
This step calls on employers to learn about the military culture and experience. With the United States having an all-volunteer military, civilian employers often lack an understanding of a veteran’s experience.
The toolkit also advises employers to make their job application process veteran-friendly by spelling out in recruiting materials that the organization values the service of veterans and their families and is supportive of hiring both veterans and their spouses.
The toolkit suggests wording on an employer’s careers web page such as: “If you are a veteran or wounded warrior and would like assistance with the employment process at XYZ Company, please contact us at …” To encourage veterans with disabilities, consider wording such as: “If you are a person with a disability or a disabled veteran and are applying for a job with XYZ Company, we would like to ensure your application process goes as smoothly as possible. If you need additional assistance, information, or answers to your questions, feel free to contact us …”
Step 3: Actively recruit veterans and military spouses
The toolkit includes a number of resources, including websites to help employers determine how military careers, ratings, and experience can meet civilian job requirements.
The kit also informs employers of questions not to ask in a job interview. It says only federal agencies and those that assign a veteran’s hiring preference or have requirements related to security clearance should ask questions related to the type of discharge someone received. In addition, asking a National Guard member if he or she is going to be called up soon is tantamount to asking a woman if she is planning to have a baby soon. Also, questions such as “Did you see any action over there?” may be interpreted as trying to determine if a veteran has post-traumatic stress disorder or traumatic brain injury and could be a violation of the Uniformed Services Employment and Reemployment Rights Act (USERRA) or the Americans with Disabilities Act.
Step 4: Hire qualified veterans and learn to accommodate wounded warriors
Among other things, the kit advises employers to make clear to newly hired veterans how their work will fit the employer’s goals. Also explain the process for discussing and requesting job accommodations. Employers also need to keep in mind that people with non-apparent disabilities may be hesitant to disclose their condition to an employer.
The toolkit advises employers to establish and make known the process for requesting accommodations and to consider an Invitation to Self-Identify. “This practice has been used by a variety of businesses for equal employment opportunity (EEO) and affirmative action compliance reasons,” the kit states. “This approach can also help employers collect voluntary and private information to aid them in pursuing business tax-credit opportunities.”
Step 5: Promote an inclusive workplace to retain veteran employees
Suggestions include developing vet-to-vet peer mentorships in the workplace, recognizing that military families may have different needs than civilian families, and understanding the employer’s responsibilities under USERRA.
Step 6: Keep helpful tools and resources at your fingertips
The kit offers information on resources available through social media including LinkedIn, Twitter, and Facebook, and e-news sites such as Brainline, and Defense and Veterans Brain Injury Center.
Tammy Binford writes and edits news alerts and newsletter articles on labor and employment law topics for BLR web and print publications. In addition, she writes for HR Hero Line and Diversity Insight, two of the ezines and blogs found on HRHero.com.