The Value of a Veteran

One of the many benefits of attending conferences is the opportunity to meet other professionals in our industry. Last week, we attended the SWARM Conference and were delighted to meet Lisa Rosser. Lisa's company, The Value of a Veteran, educates and helps government agencies, corporations and higher education institutions develop a veterans hiring strategy. The firm provides these services via web seminars, an employer's guide, workshops and consulting.

In the near future, we will be presenting a BCGi webinar with Lisa. In the meantime, watch the video below to learn more about The Value of a Veteran. Also, be sure to visit www.thevalueofaveteran.com.



(If you are unable to see the video above, please view it online at http://youtu.be/U_zweEuneJs)

When are Contractors Required to Identify Veterans with Disabilities?

Many Federal Contractors are left confused regarding their responsibility to solicit Veteran data in the application process, specifically when they are required to identify Veterans with Disabilities. This responsibility is in direct conflict with the American with Disabilities Act, so contractors are left wondering “should I ask” and “when should I ask” for Veteran’s to self-ID.  The EEOC provides guidance for soliciting such information as well as providing specific steps/wording that an employer should use on their voluntary self-ID forms. See the EEOC 's FAQ responses below for guidance.

Source: http://www.eeoc.gov/eeoc/publications/ada_veterans_employers.cfm

May an employer ask if an applicant is a "disabled veteran" if it is seeking to hire someone with a disability?
Yes. Although employers generally may not ask for medical information from applicants prior to making a job offer, they may do so for affirmative action purposes. See EEOC Enforcement Guidance: Pre-employment Disability-Related Questions and Medical Examinations Under the Americans with Disabilities Act of 1990 (1995) at www.eeoc.gov/policy/docs/preemp.html. An employer, therefore, may ask applicants to voluntarily self-identify as individuals with disabilities or "disabled veterans" when the employer is:

• undertaking affirmative action because of a federal, state, or local law (including a veterans' preference law) that requires affirmative action for individuals with disabilities; or,

• voluntarily using the information to benefit individuals with disabilities, including veterans with disabilities.

An employer also may ask organizations that help find employment for veterans with disabilities whether they have suitable applicants for particular jobs and may access websites on which veterans with disabilities post resumes or otherwise express interest in employment.

What steps should an employer take if it asks an applicant to self-identify as a "disabled veteran" for affirmative action purposes?
If an employer invites applicants to voluntarily self-identify, the employer must indicate clearly and conspicuously on any written questionnaire used for this purpose, or state clearly (if no written questionnaire is used), that:

• the information requested is intended for use solely in connection with its affirmative action obligations or its voluntary affirmative action efforts; and

• the specific information is being requested on a voluntary basis, it will be kept confidential in accordance with the ADA, refusal to provide it will not subject the applicant to any adverse treatment, and it will be used only in accordance with the ADA.

Information collected for affirmative action purposes must be kept separate from the application to ensure that confidentiality is maintained.

To read more about Veterans and American with Disabilities Act (ADA) click on the following link:

http://www.eeoc.gov/eeoc/publications/ada_veterans_employers.cfm

"Hire a Veteran" - President Obama signs the Veterans Opportunity to Work to Hire Heroes Act of 2011

Federal contractors who had undergone recent audits can attest to the fact that the OFCCP is stepping up their expectations and efforts with regards to outreach programs geared towards recruitment (and hiring) of more veterans. The OFCCP has gone beyond just asking for proof of job postings, but has also asked for proof of the contractor's active relationship with their local veteran's office and their utilization of the Department of Labor’s veteran outreach tools (e.g., asking for the local veteran’s office's contact information, when was the local office last contacted, etc.). This is also coupled with the expected Spring 2012 release of the revised regulations regarding the implementation of section 4212 of the VEVRAA (Vietnam Era Veterans' readjustment Assistance Act of 1974).



The current administration's focus on assisting the veterans to be part of the productive workforce has once again became apparent when President Barack Obama signed the "VOW [Veterans Opportunity to Work] to Hire Heroes Act" into law on Monday, November 21, 2011. This is another stepping stone for the Obama Administration in their high pursuit of making sure that our service members will have jobs available when they come home.



Read full article: Veterans Opportunity to Work to Hire Heroes Act of 2011

New Veterans Initiatives

Highlights from the most recent ODEP Newsletter

As members of our Armed Services return from active duty and seek employment in the private sector the Obama administration continues to show their support by providing resources through New Veterans Initiatives directed by the Department of Labor.

To learn more, check out the latest post found on the Office of Disability Employment Policy Newsletter’s web site. http://www.dol.gov/odep/newsletter/

Secretary Hilda Solis Unveils New Veterans Initiatives

Leading the department's annual "Salute to Veterans" ceremony on Thursday November 3, Secretary Solis used the forum to announce new initiatives designed to help military personnel receive training, find jobs and transition back into civilian life, including a curriculum redesign of the Transition Assistance Program.

• Learn more about the new veterans initiatives in the DOL Newsletter

ODEP Offers Resources for Veterans with Disabilities

ODEP supports a number of initiatives to help Veterans and returning Service Members with disabilities understand training and employment services that may be available to them. Additionally, it provides educational resources to help employers hire and support wounded warriors.
Learn more about resources available for veterans with disabilities

For more news and Office of Disability Employment Policy Resources by Topic,
visit ODEP's topic page.

If you have questions regarding the New Veterans Initiatives and what they may mean for your organization or company, please let us know:

• BiddleAAP.com - affirmative action planning consulting and software


• Phone:1-800-999-0438


• E-mail: staff@biddle.com


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