This document provides information on laws, organizations, and resources that protect the employment rights of veterans and support veteran hiring. It discusses the Uniformed Services Employment and Reemployment Rights Act (USERRA), the Equal Employment Opportunity Commission (EEOC), the Americans with Disabilities Act (ADA), and the Office of Federal Contract Compliance Programs (OFCCP). It also provides tips for understanding military experience, translating skills, overcoming biases, and identifying veteran-friendly employers and roles.

1. Military/Veteran Staffing

2. USERRA – Uniformed Services Employment and Reemployment Rights Act
• Protects Veterans, Applies to ALL employers
• Part of U.S. Department of Labor
• Different from EEOC, ADA and OFCCP but all
connected
• Protects civilian job rights and benefits for
veterans and members of Reserve
components
• Provides protection for disabled veterans,
requiring employers to make reasonable
efforts to accommodate the disability
http://www.dol.gov/elaws/userra.htm
http://www.dol.gov/compliance/topics/hiring-vets.htm

3. EEOC – Equal Employment Opportunity Commission
• The U.S. Equal Employment Opportunity
Commission (EEOC) is responsible for
enforcing federal laws that make it illegal
to discriminate against a job applicant or
an employee.
• Most employers with at least 15
employees are covered by EEOC laws (20
for age discrimination cases). Most labor
unions and employment agencies are
also covered.
http://www.eeoc.gov/eeoc/

4. ADA - Americans with Disabilities Act
• Prohibits discrimination against people
with disabilities.
• As it relates to Vets – It would make it
illegal for an employer to refuse
employment because a vet has PTSD, or
the employer thinks they do.
http://www.dol.gov/dol/topic/disability/ada.ht
m

5. OFCCP - Office of Federal Contract Compliance Programs
• The purpose of the Office of Federal
Contract Compliance Programs is to
enforce, for the benefit of job seekers
and wage earners, the contractual
promise of affirmative action and equal
employment opportunity required of
those who do business with the Federal
government. (VETS)
http://www.dol.gov/ofccp/

6. Latest Updates
• Deaths due to over medication
• Virtual Job Scout by Hiring our Heroes-
Virtual Job Fairs and more
• Vet jobless claims dropped to historic
lows
• HIRING AMERICA TV SHOW HITS RECORD NUMBER
OF STATIONS IN SYNDICATION: NEARLY 200 ACROSS
THE NATION CARRY THE WEEKLY PROGRAM HELPING
VETERANS FIND WORK

7. More guidelines impacting Vets
• Section 503 of the Rehabilitation Act and
Vietnam Era Veterans Readjustment
Assistance Act (VEVRAA or 4212) unchanged
since 1970s
- Section 503 prohibits discrimination against Persons with
Disabilities
(PwD) and requires employers to take affirmative action in
employment practices for PwD
- VEVRAA prohibits discrimination again protected veterans
and requires employers to take affirmative action in
employment practices for protected veterans
http://www.dol.gov/compliance/laws/comp-vevraa.htm

8. Reasons Hiring Managers/Recruiters don’t hire
Veterans
• Reading a Vets resume- Most hiring
managers/recruiters lack the training needed to
read and understand a military resume.
• Inability to sell themselves- The military is about
mission, and team not about the individual.
• Skills- Most hiring managers/recruiters do not
understand how to translate military skills.
• Fit in the Organization- Hiring managers look for
fit and culture, there for concerns about PTSD,
regimental, etc. Monster did a Veteran Talent
Index survey that showed over 20% of employers
had major concerns about post 9/11 PTSD Vets.
44% believe they are more likely to abuse drugs
and alcohol.

9. Response is Lack of Knowledge
• Resume reading-lack of training.
• Selling themselves –we use words like us, we,
team not I and me, so just extra probing and
training will fix this. Lack of training
• Job translation-a training issue
• Fit and PTSD-A recent Gallup-Healthways-Well-
Being Index survey showed that as a whole
active-duty and veterans are more emotionally
resilient than their civilian and non veterans
counter parts. Misconception due to lack of
training. 30% of vets have PTSD, and 90% of
civilians who experience a trauma of any kind
have PTSD, however Vets are trained to handle
PTSD Civilians are not

10. Vet concerns
• Edelman Berland a highly respected global
marketing research firm, did a survey showing
over 28% of vets “feel that being a vet makes
it harder to find a job”.
• Same Survey showed over 23% feel that when
they speak to employers they do not get any
respect.
• Over 16% feel they have to defend themselves
against “psychological or emotional trauma
accusations”

11. Why Military/Veterans
• Remember when we say Military this
includes; Army, Air force, Navy Marines,
Coast Guard, Reserves, and National
Guard.
• About 200,000 service members leave the
military each year.
• There are about 23 million veterans, over
11 million under age 60. About 8% of
civilian Population are vets
• Relocation, when a vet gets out they can go
any place in the US and the military pays
for it.

12. Why Military/Veterans cont.
• Government sponsored education benefits,
allowing a military/veteran to get additional
education/training. http://gibill.va.gov/,
http://www.vba.va.gov/bln/vre/,
http://www.benefits.va.gov/VOW/vocational-
rehabilitation.asp
• Work Opportunity Tax credit.
–Employers get $2400 for hiring an
unemployed vet
–Employer gets $4800 for hiring a disabled Vet
http://www.doleta.gov/business/incentives/op
ptax/eligible.cfm

13. Special Employer Incentives (SEI)
• Reimbursement of up to 50 percent of the
Veteran’s salary during the SEI program.
• VA‐provided tools, equipment, uniforms and
other supplies
• Appropriate accommodations based on
individual needs of the Veteran
• VA support during training and placement
follow‐up phase to assist with work or
training‐related needs
http://benefits.va.gov/vow/docs/SEIFlyerFinal.pdf

14. Making the Case to Hire Veterans
1.Proven Learner, with great skills and training
2.Leadership, strategic and planning foresight
3.Proven ability to work as a team and
independently
4.Diversity, discipline and strong interpersonal
skills. 10% are Women, 7% Hispanics, 13%
African American, and all are growing.
5.Ability to work diligently under pressure
6.Strong sense of responsibility, procedure, and
accountability

15. Making the Case to Hire Veterans cont.
1.Loyalty and integrity with the ability to see a
task through to completion
2.Positively enhances the image of a company
3.High degree of professionalism, respect,
health, and safety
4.Adaptability, quick thinking, with the ability to
triumph over adversity
5.A strong desire to not only succeed but exceed
6.*** A chameleon. ***

16. Sales
• The Harvard Business Review found that top salespeople
possess the following traits:
* 100 percent responsibility for their individual results
* an above-average ambition and desire to succeed
* above-average willpower and determination (where
self-discipline is key)
* an intensely goal-oriented personality
* high levels of customer empathy and impeccable
honesty
* does not take "rejection" personally
* the ability to approach strangers even when it is
uncomfortable.

17. Top 15 Employers for Veterans
• 1. Lockheed Martin Corp.
• 2. The Boeing Company
• 3. Northrop Grumman Corporation
• 4. Booz Allen Hamilton
• 5. U.S. Department of Defense
• 6. Science Applications International Corporation (SAIC)
• 7. BAE Systems Inc.
• 8. Department of Veterans Affairs
• 9. L-3 Communications
• 10. Computer Sciences Corporation (CSC)
• 11. Raytheon Co.
• 12. General Electric Co.
• 13. General Dynamics Information Technology
• 14. CACI International Inc.
• 15. International Business Machines (IBM)

18. Other well known Vet friendly
companies
• Sears Holdings
• Home Depot
• 7-11
• ADP
• American Airlines
• AlliedBarton Security Services
• BP
• Many MORE!!

19. Pay Grade, Abbreviation, Title
• Terms Pay grade and rank are sometimes used
interchangeably.
• Pay Grade – E=Enlisted, W= Warrant Officer, O =
Officer
• Enlisted think of as hands on workers or day to
day operations
• Warrant Officers think of as highly technical and
specialized a bridge between enlisted and Officer
• Officer the guys in charge, the high level
managers
http://www.military-quotes.com/military-rank.htm
Understanding Military/Vets

23. • All branches of the Armed services have a
Military Occupational Classification
Structure (MOCS). Basically their job.
Between them there are over 7,000 job
positions and more than 100 functional
areas. Over 81% have a civilian equivalent.
• The Army has MOS stands for Military
Occupational Specialty. The Air force has Air
Force Specialty Codes (AFSC). Navy has Navy
Enlisted Classification (NEC)
http://www.careerinfonet.org/moc/default.aspx?audience=WP
Understanding Military/Vets

24. • For occupations associated with Federal jobs
use Mil2Fedjobs.com
• Documents that will further outline their
skills: DD214, PQR (PERSONNEL
QUALIFICATION RECORD), ACE transcript
• Also keep in mind most veterans will have
had more than one MOC, at the very least
they will have a primary and secondary as
well as a lot of other training.
• You still need to take into account,
education, skill set, experience.
Understanding Military/Vets

25. MOCS translator

26. Things to know before you look!
• Make sure you know what you are
looking for in a candidate:
•Education level
•Career level
•Location
•Functional skill
•Corresponding MOC
•Career matching VS Job Function
•Potential vs Requirement

29. Sourcing research
• Military search terms: Army, Air Force, Navy,
Marines, Coast Guard, National Guard,
Army Reserve, Air Force Reserve, etc..
• Organization: VFW, DAV, and more see link
below for a list
http://www.workworld.org/wwwebhelp/veterans_service_organizations_overview.htm
• Other words or Acronyms to use: Veteran,
Military, USMC, USArmy, USAF, USCG, USN,
Vet, Former, Retired, etc.. see links
http://www.fas.org/news/reference/lexicon/acronym.htm
http://www.abbreviations.com/acronyms/MILITARY
http://www.cem.va.gov/CEM/docs/abbreviations/Branch_of_Service.pdf
http://www.globemaster.de/html/dictionary.html

30. Sourcing research Cont.
• Clearances are huge. There are many types:
Secret, Top Secret, Confidential and many
more. See list below for types
http://securityclearancejobs.blogspot.com/2007/10/most-complete-list-available-
for.html
• You can also source by agency worked at,
see link below
http://www.usa.gov/directory/federal/index.shtml
• You can also source by company supporting
federal agencies. See link for some of them
http://washingtontechnology.com/toplists/top-100-lists/2012.aspx

31. Military Acronyms

32. Sourcing strings
Given all the info provided here is a simple example of what a search string might look
like, looking for an ex Army person who is in Criminal Justice and a top secret security
clearance. I will get rid of the junk using the “-” sign and several words such as job,
jobs, example, sample
~resume “Criminal Justice” (Army OR USARMY
OR “Army Reserve “ OR “Army Reserves” or
USAR OR U.S.A.R.) -job -jobs -example –sample
Keep in mind you can substitute subject and title for url and substitute bio, CV, or
“curriculum vitae” for resume. Also you can use the pipe “|” instead of OR in Google,
and you do not need to use “AND” in Google.
Also notice no mention of rank, main reason is not a lot of vets put their rank on their
resume anymore
***** Remember to do your research first*****

33. Search results

34. Veteran College recruiting
• 3 types of Military attending college:
* active going to school
* Veterans going to school
* Committed to military going to school
• Ways to identify them:
POCs to contact:
* ROTC coordinator
* Veteran Program coordinator
* Transition office

35. Present – The String
(Military OR Veteran OR Vet OR VFW OR DAV OR "Veterans
of Foreign Wars" OR "Disabled American Veterans" OR
Army OR USArmy OR "Air Force" OR USAF OR "U.S.A.F." OR
Navy OR USN OR "U.S.N" OR Marine OR Marines OR
"Marine Corps" OR "Marine Corp" OR USMC OR U.S.M.C.
OR "Coast Guard" OR USCG OR “U.S.C.G.” OR "National
Guard" OR "Army reserve" OR "Army reserves" OR "Air
Force Reserve" OR USAFR OR “U.S.A.F.R.” OR "Air Force
Reserves" OR “AirForce Reserve” OR “AirForce Reserves” OR
USNR OR "U.S.N.R." OR “Naval Reserves” OR “Naval
Reserve” OR “Navy Reserves” OR “Navy Reserve” OR
"Marine Reserve" OR "Marine Reserves" OR USMCR OR
“U.S.M.C.R.” OR "Coast Guard Reserves" OR "Coast Guard
Reserve" OR USCGR OR "U.S.C.G.R.") –“old navy” -salvation
-credit

36. Present – The String 2
("security clearance" OR COMSEC OR classified OR NOFORN
OR ORCON OR Unclassified OR ANACI OR NACLC OR SSBI
OR SBPR OR Polygraph OR "Counterintelligence Scope" OR
"Full Scope" OR FSP OR "Lifestyle Poly" OR DISA OR "DOD
Secret" OR confidential OR "restricted secret" OR "secret
restricted" OR "Public Trust" OR “Special Access" OR
"Secured Identification" OR “Security Identification" OR
"talent keyhole" OR HCS-P OR "Yankee Fire" OR "Yankee
White" OR "top secret" OR SCI OR "CI Poly" OR "CI
Polygraph" OR "Interim Secret" OR "DOE Q" OR "DOE L" OR
"Top secret" OR SCI OR "CI Poly" OR "CI Polygraph" OR
TSSCI OR “TS/SCI with Poly” OR “TS/SCI”)

37. Present Part 2
• http://veterans.linkedinlabs.com/

38. Questions to Avoid
• What type of Discharge did you receive? Only
ask if the job requirement involves a security clearance.
• I noticed your in the National Guard/Reserves.
Are you going to be called up for duty anytime
soon. No No like asking someone their nationality. USERRA
• Did you see any action over there, or any
question that could hint at wanting a
disclosure of possible disability. You cannot ask
them about a disability. You can ask if they read the job
description and can perform the essential functions but that
is all. Disability-Title 1 of Americans with Disabilities
Act(ADA)
• Any question about Disability-Title 1 of
Americans with Disabilities Act(ADA)

39. Questions you can ask
• Whether they served in the military.
The applicant can refuse to answer
and if the say yes they are only
required to give: Period of service,
Rank/Grade, Type of training and
work experience.

40. Transition Assistance Program (TAP)
• The Transition Assistance Program (TAP) was
established to meet the needs of separating
service members during their period of transition
into civilian life by offering job-search assistance
and related services
• Some of the services for employers include; job
postings, job fairs, resume searches, hiring alerts,
and more.
• Every base or installation should have a transition
office that helps military find jobs, and would be a
good place to connect with and start*******
http://www.taonline.com/TapOffice/Find-TAP-office

41. Transition Assistance Program (TAP)

42. Hiring our Heroes
• Hiring Our Heroes, a program of the U.S.
Chamber of Commerce Foundation, was
launched in March 2011 as a nationwide
initiative to help veterans, transitioning service
members, and military spouses find meaningful
employment opportunities. Working with the
U.S. Chamber of Commerce’s vast network of
state and local chambers and strategic partners
from the public, private, and non-profit sectors,
our goal is to create a movement across America
in hundreds of communities where veterans and
military families return every day.

43. Hiring our Heroes
Services
• Resume building
• Job fairs more than 700
• Jobs Portal
• Mentorships
• And more
Successes
• 23k vets and spouses have obtained jobs through HOH
job fairs!
• Over 1500 businesses have pledged to hire over 411k
heroes
• Of the 411k over 255k already hired

44. Resources for employers
http://www.americasheroesatwork.gov/forEmpl
oyers
http://nod.org/research_publications/americas_
best/
http://www.thevalueofaveteran.com/
https://www.armypays.com/INDEX.html
Job Fairs
http://www.heroeshiringheroes.com/
http://www.uschamber.com/hiringourheroes/
http://sacc-jobfair.com/
Additional Resources

45. Americans” Heroes at Work!!

46. Additional Resources
Job Boards
http://100000jobsmission.com/
http://www.showyourstripes.org/
https://h2h.jobs/
https://monster.com/military.com has a great military
presence
http://www.hireheroesusa.org/
https://www.jofdav.com/
http://recruitmilitary.com/
http://www.helmetstohardhats.org/
https://vetjobs.com/
http://www.patriotjobs.net/
http://www.fedshirevets.gov/
http://www.militaryhire.com/

47. Helmets to Hardhats!!!

48. Additional Resources
http://corporategray.com/
http://home.intelligencecareers.com/
http://us.jobs/ has a vet section
http://board.jobcentral.com/usacares has loads of info
too
http://www.clearancejobs.com/
http://saveourveterans.org/ has a lot of info, and a jobs
section
http://msccn.org/
http://www.veteranjobs.com/
http://www.militaryconnection.com/ lots of info too
http://www.hireveterans.com/
http://www.postmilitaryemployment.com/# lots of info
https://msepjobs.militaryonesource.mil/ Board and
more

49. Hire Veterans

50. Additional Resources
Information for use by Vets and Employers
http://www.hiremilitary.com/
http://www.onlinecollege.org/2013/02/21/the-war-home-
the-struggle-veterans-find-jobs/
http://gibill.va.gov/
http://www.servicelocator.org/
http://www.vba.va.gov/bln/vre/
https://www.acap.army.mil/default.aspx
http://www.military.com/veterans-day/hire-veterans.html
http://www.military.com/ has job board, a lot of info and
more
http://www.taonline.com/TAPOffice/
http://www.woundedwarriorproject.org/
http://www.wtc.army.mil/about_us/eei_for_employers.htm
l
http://www.dol.gov/elaws/userra.htm

51. Wounded Warrior Project

52. Additional Resources Continued
http://securityclearancejobs.blogspot.com/2007/1
0/most-complete-list-available-for.html List of
Clearances and more
http://www.careeronestop.org/militarytransition/f
indTransitionCenters.aspx list of transition offices
www.servicelocator.org List service locators
http://www.wtc.army.mil/soldier/education_traini
ng.html Lost of info and job boards
http://www.justiceforvets.org/ ways to help and
get involved with helping Vets and more

53. Government Departments and Agencies

54. Additional Resources Continued
VETS
http://www.postmilitaryemployment.com/ can also
post jobs here
http://www.woundedwarriorproject.org/ Organization he
lping vets
http://www.vetsuccess.gov/ you can also post jobs here
http://www.wtc.army.mil/
http://www.operationveteranspromise.org/
http://veteransenterprise.com/ you can also post jobs
here
http://www.acp-usa.org/
http://missioncontinues.org/
http://www.dhs.gov/operation-warfighter
http://superreunion.org/schedule.htm has job boards
and job fairs
http://www.pva.org/

55. Operation Promise for Service Members

56. Additional Resources Continued
Misc.
https://www.rallypoint.com/
http://ementorprogram.org/about
http://www.usma.edu/Alumni/SitePages/Home.aspx
Military Occupational Classification (MOC)
http://www.careerinfonet.org/moc/default.aspx?audie
nce=WP
http://www.military.com/veteran-jobs/skills-translator/
https://www.cool.army/search.htm
https://cool.navy.mil
http://www.dllr.state.md.us/mil2fedjobs/ military,
federal and more

57. Rally Point

58. Ementor

59. • Research all laws, policies and procedures
related to hiring veterans. Distinguish
between absence for vacation and an
absence for service, include in Employee
Assistance Program (EAP)
• Come up with a viable complete process,
that will identify Vets as they come and
ensure all vets are considered, and all vets
are communicated with.
• Create a dedicated budget for VET hiring.
Framework Checklist

60. • Decide what things you are willing to do
above and beyond what the laws say, for
example are you willing to pay an employee
who is also a reservist their salary if the get
called up for some reason?
• Support employees who are VETS that are
mobilized
• Establish apprenticeship and training
programs.
• Decide what MOCs correspond to positions
you have within your company.
Framework Checklist Cont.

61. • Contact the local transition office and work
with them.
• Identify sites, and events worth participating
in based on location, and likely population of
veterans that fit your openings.
• Brand your company as veteran friendly
company, Apply for formal recognition as
an employer that is supportive of the
military, career fairs, ensure your jobs are on
vet boards, etc.
Framework Checklist Cont.

62. Framework Checklist Cont.
• Get Social with regards to your Vet program, this
includes talent communities, outreach programs,
blogging etc.
• Ensure your career site is vet friendly, and have a vet
specific page, things to be on it; career fairs, outreach
opportunities, ability to send txt messages as
reminders of company vet programs, fairs, outreach,
add VIDEO Day in the Life (DIAL) of vet working at
company, newsletter, partnerships with vet service run
orgs, quote positive vet hiring stats and data, highlight
special vet programs, vet awards, info to help Vets such
as resume writing, job boards, etc, links to other
websites of interest, highlight accommodating of
disabled vets, etc.

63. Framework Checklist Cont.
• Have your website reviewed for Section
508 compliance. Section 508 refers to a
requirement for the Federal government
to make its electronic and information
technology accessible to people with
disabilities.

64. Framework Checklist Cont.
• Educate you hiring managers, recruiters
and sourcers
• MOST IMPORTANTLY HIRE THE RIGHT
PEOPLE TO CREATE, WORK, AND MANAGE
THE PROGRAM AS WELL AS GET BUY IN,
BACKING, AND CHAMPIONING OF THE
PROGRAM FROM SENIOR EXECUTIVES.
SHOULD BE VETs!!!!
• USE YOUR INTERNAL NETWORK OF VETS.

65. Posting and Marketing you program
• Jobs- make sure you write a JD that will
appeal to vets, meaning use some military
terms, makes sure somewhere you talk
about how vet friendly you are. In other
words optimize your JD for your audience.
• Use the right hashtags- #vet #vets #military
#veteran etc., also follow them to keep up
on Vet stuff.
• Make sure to Market the fact you are
veteran friendly.

66. Additional Considerations
• Keep in mind it is not just about hiring a veteran it is
about helping a veteran. We are a small community
that talks and takes care of our own. Helping a veteran
now, can lead to hires in the future.
• Ensure there are vet support groups or the like within
your company, create a VET on boarding program,
Ensure there is a specific POC within HR for VETs,
added points if they are a vet, recognize VET
employees on VETs day and Memorial Day etc, .
• Also remember when hiring a veteran that some of
them may have additional commitments to the Armed
Forces. There are guideline for these commitments and
what responsibilities a company may have. See
USERRA for more info.
http://www.dol.gov/elaws/userra.htm
********************

67. Additional Considerations
Keep in mind the Veteran community is a very
close knit, and tight group, they talk, Vet
organizations talk. Treat them right and they will
keep coming, treat them bad and they will stop.
I am constantly searching for info on finding,
hiring and helping vets. The link below is to my
website and specifically to the vet part so check it
out for updates.
http://thesearchauthority.weebly.com/vets.html

68. Companies Helping Vets
• Mentorship programs
• Giving more for those still serving
• Forums, and Support groups
• Designate a POC for Vets
• Vet days at work
• Allowing vets to take off on vet holidays
• Paying for VA visits
• Extra Training
• Recognition
• Vet parking places

69. Best Practice (LMCO)
• Military Connect were Lockheed Martin makes
it all about the Military and barely about us.
• Webinars, training, and events dedicated to
Veteran owned business
• Veteran Institute of Procurement (VIP, first
program of its kind to help veteran owned
businesses succeed in federal contracting
• Protégé training for veteran owned businesses

70. Reminder why we still need to do more
• The data tells us that the unemployment rate
for veterans who have served since 9/11
stands at 10 percent. 12.5 for those with
disabilities.
• Licensing issues, 10,000 military health-care
workers or 10,000 military truck drivers who
left the armed services last year often have to
pass new tests and go through a fresh set of
licensing hurdles in order to get a job as a
civilian EMT or truck driver — even if they
already have the required skills.

71. My Contact Information
Dean Da Costa, SP, TSIS, STL
The Search Authority
http://www.linkedin.com/in/deandacosta
http://thesearchauthority.weebly.com/
searchauthority@comcast.net
206-214-5337 Mobile
253-520-3305 Office
“Helping people connect with their destiny”
Top 25 Must Read Blogs for Recruiters #12
http://hr.sparkhire.com/human-resources-news/spark-hires-top-25-must-
read-blogs-for-recruiters/
2012 HRE #1 most influential Recruiter
http://www.hrexaminer.com/lists/online-influence-recruiting-2012-v5
Contact me: Text/SMS | IM-MSN | Skype | Twitter