National Coalition of Homeless Veterans
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Veterans Hiring Initiative | Solution | Corporate Connection

Your Next Great Hire
Many homeless veterans qualify for free employment services through federal, state, and z job development, career counseling, and peer mentoring programs. This additional workforce training can add great value to businesses. Additionally, businesses who hire unemployed homeless veterans can also take advantage of tax incentives like the Returning Heroes Tax Credit and the Wounded Warrior Tax Credit.

Through programs, such as the Department of Labor’s Homeless Veterans Reintegration Program (HVRP), homeless veterans receive direct contact with a case manager that places them in housing and provides job training and career counseling – all at no cost to the business. This section will inform your business how it can join in the campaign to end veteran homelessness while holding true to your business’s mission.

The information and resources below will help your organization craft your own veterans hiring initiative. Please contact us for additional information and support on ways to improve your business through working with our country's homeless veterans.


EXPLORE - SOLUTION:

TOP REASONS TO HIRE VETERANS

Training and education. The U.S. military is the world’s largest technical training school with over 220 occupational specialties. 98% of active-duty personnel and officers have at least a high school diploma, compared with 86.7% of the U.S. civilian population aged 25 or older. Most of the training schools of the military that teach technology, leadership, sales, management and operations surpass those available to civilians.

Proven leadership. The military trains veterans to lead by example as well as through direction, delegation, motivation and inspiration in some of the toughest situations imaginable. Veterans were put into leadership roles at early stages of their time in the service. The real world, front line and often battle proven leadership developed in the military is well beyond that of a similar person in a civilian job.

How can hiring veterans help my bottom line?
  • Tax credit of up to $5,600 for hiring veterans who have been looking for a job for more than six months, as well as a $2,400 credit for veterans who are unemployed for more than four weeks, but less than 6 months.
  • Tax credit of up to $9,600 for hiring veterans with service-connected disabilities that have been looking for a job for more than 6 months.

Tax credits. Through the VOW to Hire Heroes Act, tax credits are available to employers that hire military veterans, ranging from $2,400-9,600 per hire. Go here to learn how your business can take advantage of this limited-time credit.

Diversity and strong interpersonal skills. Veterans have learned to work side by side with individuals regardless of race, gender, religion, ethnic, and cultural backgrounds, economic status, and geographic origins as well as mental, physical and attitudinal capabilities. Many veterans have also been deployed or stationed in numerous foreign countries that give them a greater appreciation for the diverse nature of our globalized economy.

Triumph over adversity. In addition to dealing positively with the typical issues of personal maturity, veterans have frequently triumphed over great adversity and proven their mettle in mission critical situations demanding endurance, stamina and flexibility. In the case of wounded warriors, they have overcome severe disabilities or acquired injuries (including invisible injuries) through strength, determination and personal conviction.

Immediate contributor. Veterans, through their proven experiences in the military, become valuable contributors from day one of employment. Veterans are used to being challenged, encouraged to demonstrate initiative, think quickly on their feet and give recognition for performance to those who earn it.

Flexibility to work strongly in teams or work independently. Military training teaches veterans to work as a team by instilling a sense of a responsibility to one's colleagues. In addition, the size and scope of military operations necessitates that veterans understand how groups of all sizes relate to each other and support the overarching objective. While military duties stress teamwork and group productivity, they also build individuals who are able to perform independently at a very high level.

Ability to work efficiently and diligently in a fast-paced environment. Veterans have developed the capacity and time-management skills needed to know how to accomplish tasks correctly and on time, in spite of limited resources and immense pressure. They are not clock watchers, but rather are focused on what it takes to be successful in their mission.

Hands on experience with technology and globalization. Today's military veterans have been trained in nearly every occupation imaginable, with a strong emphasis on technology. Most of the training schools of the military that teach technology, leadership, sales, management and operations surpass those available to civilians.

Background checks and security clearances. Over 90% of those in the military have had extensive background checks for various levels of security clearances, and if your company requires security clearances, veterans can save you a great deal of money on special background investigations since the veterans can be transferred in status.

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DOL HIRING VETERANS TOOLKIT

Filled with useful information on hiring veterans, this Toolkit has been designed to assist and educate employers who want to include veterans and wounded warriors in their recruitment and hiring initiatives. Featuring a straightforward six-step process, it pinpoints helpful tools and outlines important steps to take when designing a veterans hiring initiative.

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FACT SHEET: THE VOW TO HIRE HEROES ACT

Hiring veterans allows your business to qualify for certain tax credits (view the Fact Sheet). The table below outlines the amount you will qualify for hiring veterans.

For hiring a veteran... An employer gets...
unemployed for at least six months a $5,600 credit on wages of $14,000
unemployed for at least four weeks a $2,400 credit on wages of $6,000
with a service-connected disability and unemployed for at least six months a $9,600 credit on $24,000 of wages
with a service-connected disability less than one year after having been discharged or released from active duty a $4,800 credit on $12,000 of wages

Other Key Provisions

  • The Special Employer Incentives program is available to Veterans, who in some instances face obstacles in gaining meaningful employment. Veteran is placed in an on-the-job training program with the employer. VA will pay up to half the Veteran’s salary for the first six to nine months. Payments are in addition to the tax incentives listed here.
  • The VOW to Hire Heroes Act makes the Transition Assistance Program (TAP) – an interagency workshop coordinated by Departments of Defense, Labor and Veterans Affairs – mandatory for servicemembers moving on to civilian life to help them secure 21st Century jobs through resume writing workshops and career counseling.
  • Expands education and training opportunities for older veterans by providing 100,000 unemployed veterans of past eras and wars with up to 1-year of additional Montgomery GI benefits to go towards education or training programs at community colleges or technical schools.
  • Provides disabled veterans up to 1-year of additional Vocational Rehabilitation and Employment Benefits.
  • Allows service members to begin the federal employment process prior to separation in order to facilitate a truly seamless transition from the military to jobs at VA, Homeland Security, or the many other federal agencies in need of our veterans.

Is there a limit to the number of employees an employer can claim?
There is no limit on the number of employees for whom the employer can claim the credit.

How does the Work Opportunity Tax Credit (WOTC) work?
The WOTC program provides tax credits to employers who hire qualified job seekers from one of the nine groups eligible under the program, including disabled veterans.  An employer can earn up to a $9,600 tax credit by hiring those most in need of employment at the same time assisting those who have served our country. To apply, employers need only complete two single-page forms and mail them to their state’s WOTC Coordinator:

  1. IRS form 8850. This form must be mailed to the employer’s state workforce agency no later than the 28th day after the job applicant begins work.
  2. U.S. Department of Labor form ETA 9061. If the new employee has not been conditionally certified, the employer and/or the new employee must complete, sign and date ETA Form 9061.

***For a practical explanation on how to apply and use the WOTC, please visit The Value of a Veteran.

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EMPLOYMENT AS PART OF RECOVERY

Employers and co-workers should know that employment can play a very positive role in the recovery of a person with TBI and/or PTSD. Employment enables many people with disabilities, including those with TBI and/or PTSD, to fully participate in society. For example, employment provides:

  • Income that is key to economic well-being and builds skills for future well-being
  • Greater social interaction and connections that can reduce isolation and build social capital
  • Valued social role in our society and helps create a sense of personal efficacy and social integration that contributes to life satisfaction

According to the National Council on Disability, people who regain employment following the onset of a disability report greater life satisfaction and better adjustment than do people who are not employed. For these reasons, gainful employment can be one important component in the recovery and rehabilitation of returning service members with TBI and/or PTSD.

DO:

  • Do recognize that most veterans with TBI and PTSD want to work.
  • Do target veterans with TBI or PTSD in your recruitment efforts.
  • Do assume the same hiring standards for all employees - including those with disabilities.
  • Do ensure that your applications and other company forms are available in alternative formats and do not ask disability-related questions.
  • Do consider updating written job descriptions that identify the essential functions of the job. Be sure that requirements for medical examinations comply with the Americans with Disabilities Act (ADA).
  • Do provide reasonable accommodations when a qualified applicant (or current employee) requests one.
  • Do treat an individual with TBI or PTSD the same way you would treat any applicant or employee - with dignity and respect.
  • Do understand that access includes not only physical access, but also making forms/meetings/websites accessible to people with disabilities.
  • Do develop procedures for maintaining and protecting confidential medical records.
  • Do train staff and managers on the reasonable accommodations process and disability awareness (including invisible disabilities).
  • Do have a written procedure for requesting a reasonable accommodation - in the hiring, employment and promotion process.
  • Do assume competence and ability!

DON'T:

  • Don't assume that there are specific jobs for people with disabilities, including TBI or PTSD.
  • Don't assume that veterans with TBI or PTSD lack the necessary education, training or skills for employment.
  • Don't hire a person with a disability who is not qualified to perform the essential functions of the job, with or without a reasonable accommodation.
  • Don't assume that your current management will need special training to learn how to work with people with TBI or PTSD...but then again, don't assume they don't!
  • Don't assume that the cost of accident insurance will increase as a result of hiring a person with TBI or PTSD.
  • Don't assume that the work environment will be unsafe if an employee has a disability.
  • Don't assume that reasonable accommodations are expensive.
  • Don't speculate or try to imagine how you would perform a specific job if you had the applicant's disability.
  • Don't make medical judgments.
  • Don't assume that a person who discloses a TBI or PTSD will have difficulty on the job. 
  • Don't assume that your workplace is accessible.

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SUCCESS STORIES

Employers throughout the nation and the world are hiring transitioning Service Members with Traumatic Brain Injury (TBI) and/or Post-Traumatic Stress Disorder (PTSD) and they are learning valuable promising practices along the way. The following success stories from America’s Heroes at Work highlight real-life examples of employers and veterans working together to create winning, mutually beneficial workplace environments.

Note: Please go here if you would like to learn about TBI and PTSD, respectively.

Employers

Veteran Employees

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EMPLOYMENT RESOURCES

100,000 Jobs Mission
A number of leading U.S. companies launched the 100,000 Jobs Mission in March 2011 with a goal of collectively hiring 100,000 transitioning servicemembers and military veterans by 2020. The members of the 100,000 Jobs Mission are committed to helping transitioning servicemembers and other veterans lead successful lives after their military service. The site shares best recruiting and employment practices and reports on its hiring results.

AMVETS Career Center
AMVETS allows employers to search for qualified candidates based on job specific qualifications, online resume agent to e-mail qualified candidates, and employer resources to help with government compliance and other helpful tips.

CareerOneStop - Department of Labor
CareerOneStop is a single point of access for workforce, demographic and economic information. Research successful strategies for managing your business, up-to-date labor market information, recruiting and hiring information, research local certifications, training programs, schools, and licenses, and find active and qualified applicants. Also, find contact information for your State’s Director for Veterans’ Employment and Training (DVET).

Department of Labor - Disabled Veterans Outreach Program (DVOP)
Department of Labor – Local Veterans Employment Representatives (LVERs)
DVOP provides funding through state employment agencies and many community-based homeless service providers nationwide to support dedicated staff that develop and provide employment and job training opportunities for disabled veterans. The program promotes and develops on-the-job training, apprenticeships and other employment services in both the private sector and federal job programs.

LVERs are trained and certified by the National Veterans Training Institute (NVTI) in Denver to help veterans prepare for and secure employment. These employment specialists work closely with government agencies, community-based service organizations, and local employers to identify employment opportunities.

Please click here to locate the DVOP/LVER serving your area.

Helmets to Hardhats
This program offers former military personnel career opportunities in construction trades nationwide. Post career opportunities that proactively go out to veterans interested in your business, search and identify highly qualified veterans, and manage your career postings online, including applicant status, letters and more.

Hero 2 Hired (H2H)
H2H is a comprehensive employment program provided by the Department of Defense that offers everything a Reserve Component job seeker needs to find their next opportunity. H2H provides vast recruiting opportunities for military-friendly employers, including unlimited free postings; ability to send digital invitations to gauge the interest of potential veterans candidates; automatic notifications for applications; H2H messages and connect requests; and search capabilities on H2H's database to match the qualifications required for positions.

Hire Heroes USA
Hire Heroes USA (HHUSA) works with corporate partners to provide career placement services to veterans from all branches of the military, especially those injured or disabled in Iraq or Afghanistan. HHUSA will match the required skills and location of each position with those of veterans in their database and present qualified candidates for companies' consideration.

The Military Spouse Employment Network (MSEP)
MSEP is a comprehensive web-enabled recruitment and career partnership solution connecting military spouses to employers seeking a 21st century workforce with the skills and attributes possessed by military spouses. MSEP provides a digital recruiting platform for vetted FORTUNE 500 PLUS employers who have committed to identifying and promoting career employment opportunities for military spouses, posting job openings on the MSEP web portal, and to offering transferrable, portable careers to relocating military spouse employees.

RecruitMilitary
RecruitMilitary offers a nationwide, full-service, military-to-civilian recruiting capabilities. RecruitMilitary offers job postings, opportunity expos, targeted email, and other services.

U.S. Chamber of Commerce and Military.com
In March of 2011, the U.S. Chamber of Commerce launched Hiring Our Heroes, a nationwide initiative to help veterans and military spouses find meaningful employment. In the first 12 months, Hiring Our Heroes hosted more than 130 hiring fairs in 45 states and the District of Columbia. In 2012 they will expand their efforts to have 400 hiring fairs, create the establishment of a stand-alone program for military spouses, and a sustained campaign to enlist the commitments from the small business community to hire veterans and military spouses over the next years.

VA’s Vocational Rehabilitation and Employment (VR&E) Program
The Department of Veterans Affairs Veterans Benefits Administration's VR&E Program is a national employment resource for employers. The VR&E Service provides effective vocational rehabilitation services to veterans with service-connected disabilities, enabling our veterans with disabilities for a seamless transition from military service to a successful rehabilitation and on to suitable employment after their service. Employers hiring disabled veterans may qualify for benefits and incentives through the VR&E programs or other Federal Resources.

Veterans Employment Summit of 2011 – House Committee on Veterans Affairs
The Veterans Employment Summit of 2011 bought together many of the companies working at developing policies and programs to hire and train veterans. The Summit raised not only the awareness of the importance of this issue, but also shared the best practices in hiring veterans for others to learn from and implement.

VetJobs.com
VetJobs offers employer resources to veterans seeking information on technology, program and project management, sales, linguistics, logistics, transportation, human resources, manufacturing, engineering, finance, healthcare, accounting and senior management jobs. The site also hosts career fairs.

The White House Business Council's Guide to Hiring Veterans
The White House, in collaboration with small businesses and organizations throughout the country, has prepared A Guide to Hiring Veterans; a manual outlining guidelines for receiving tax credits, accessing recruitment resources and seeking other information on hiring, training, retaining and supporting veterans in the workforce. The guide answers common questions such as how to locate and hire veterans, how to accommodate employees with disabilities and how to address veterans’ psychological and mental health concerns.

ZipRecruiter - Jobs For Veterans
ZipRecruiter is a leading online employment marketplace, actively connecting people to their next opportunity. The company connects millions of all-sized businesses and job seekers through mobile, web, and email services, as well as partnerships with job boards on the web. ZipRecruiter's veterans page includes helpful resources for transitioning servicemen and veterans, such as translating military terms and salary negotiation tips. 

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1730 M Street NW, Suite 705  |  Washington, DC  |  20036  |  t-f. 1.800.VET.HELP  |  v. 202.546.1969  |  f. 202.546.2063  |  info@nchv.org