Veterans Employment Toolkit
“…to help employers, managers and supervisors, human resource professionals, and employee assistance program (EAP) providers relate to and support their employees who are Veterans and members of the Reserve and National Guard.
In this toolkit, you can learn about Veterans and the military, such as what Veterans bring to the workplace and what the military structure and culture is like. You can also learn how to support employees who are Veterans or members of the Reserve or National Guard in the workplace, through reading about common challenges and how to help, reviewing communication tips, reading a report about Veterans in the workplace, or by downloading handouts to use with EAP clients. Finally, Veterans and their family members can find employment resources for Veterans.”
Veterans in the Workplace Project
Information for HR Practitioners – Statutes & Regulations
More employment resources for hiring vets
Veterans Crisis Line
Posts Tagged ‘hiring’
Veterans Day 2014 – Hire a Vet
Tuesday, November 11th, 2014Celebrate Memorial Day 2012 by hiring a Vet: You may qualify for a tax credit
Friday, May 25th, 2012In all the hype about barbecues and beaches, it’s easy to forget the original history of Memorial Day was as a day of remembrance for those who died in our nation’s service. Originally called “Decoration Day,” the tradition began in 1868, a few years after the close of the Civil War. In early commemorations, flowers were placed on the graves of Union and Confederate soldiers at Arlington National Cemetery, but after WWI, the day of remembrance was changed to honor those who died fighting in any war. Over time, many started using the day as a day of remembrance for not just vets, but for commemorating deceased family and friends, as well.
If you’d like to take a few moments to honor the men and women who died in military service, you can visit the Veteran’s Affairs Memorial Day page to learn about related events and traditions.
While we honor the dead, let’s not forget about the living vets who are returning from Iraq and Afghanistan to face a difficult job market, among other re-acclimation challenges they face when returning home. The unemployment rate for veterans returning from Iraq and Afghanistan is about 12%, or 4% higher than the overall unemployment rate.
Potential Tax Credit if You Hire a Vet in 2012
Do you know about the Work Opportunity Tax Credit (WOTC) for hiring vets? It’s a provision in the VOW to Hire Heroes Act 2011. The Act allows employers to claim the WOTC for veterans certified as qualified veterans who begin work before January 1, 2013. Credits are substantial: as high as $9,600 per qualified veteran for for-profit employers or up to $6,240 for qualified tax-exempt organizations. There are a number of factors that determine the credit amount, including the length of the veteran’s unemployment before hire, the number of hours the veteran works, and the veteran’s first-year wages. Learn more about potential tax credits for hiring veterans from the IRS.
Additional Resources
Department of Labor Hiring Veterans – Compliance Programs
CareerOneStop offers employer resources for hiring veterans, including a Military to Civilian Occupation Translator helps service members match military skills and experience to civilian occupations.
US Chamber of Commerce: Hiring Our Heroes, including a map of upcoming hiring fairs.
Health Wonk Review, CTE, bill review, messing with Texas, and more
Thursday, March 3rd, 2011Jared Rhoads of The Lucidicus Project hosts this week’s Health Wonk Review, and he dishes up a heaping helping of the blogosphere’s best heath policy posts from the last two weeks. Check it out!
Happy Birthday – to David Williams at Health Business Blog for 6 years of quality healthcare blogging. David is one f the regular Health Wonkers. See his Best of the Blog post for a fine sampling of his work.
More sports-related head trauma tragedy – Earlier this week, my colleague posted about football-related chronic traumatic encephalopathy (CTE). Yesterday, the New York Times featured a story about how hockey brawler Bob Probert also suffered from CTE: “But the legacy of [Bob] Probert, who died last July of heart failure at 45, could soon be rooted as much in his head as his hands.After examining Probert’s brain tissue, researchers at Boston University said this week that they found the same degenerative disease, chronic traumatic encephalopathy, whose presence in more than 20 deceased professional football players has prompted the National Football League to change some rules and policies in an effort to limit dangerous head impacts.”
Bill review – Are you getting what you pay for with medical bill review? At Managed Care Matters, Joe Paduda takes some of the mystery out of the equation in his discussion about what your savings should be from your work comp medical bill review program.
Criminal indictment for Massey mine official – Hughie Elbert Stover, the chief of security for Massey Energy’s Upper Big Branch Mine has been charged with two felonies related to the April 2010 explosion that killed 29 coal miners. He is accused of lying to investigators and destroying records. On his blog, reporter Ken Ward asks if this is just the beginning of indictments.
Don’t mess with Texas – If you ever use the words “workers compensation” and “Texas” in the same sentence, you better think twice. TX law blogger John Gibson has been issued a “cease and desist” order and threatened with further legal action for his TX Workers Comp Law Blog for having the temerity to use the words “workers compensation” and “Texas” in his blog. We can’t get Gibson’s take because his blog appears to be down (www.texasworkerscomplaw.com), but Julius Young posts the scoop on the Texas workers comp language imbroglio at his Oakland Workers Comp Blog. If you don’t see his post – or ours – please blame Texas. Just to be on the safe side, from here on out we may begin referring to Texas as “Exas-Tay.”
Sedgwick acquires SRS – In a major move in the world of third party administrators, Sedgwick completed the purchased of Specialty Risk Services for $278 million. SRS was the claims TPA arm of The Hartford. In his bog on the Hartford Courant, Matthew Sturdevant reports that: “The deal makes Sedgwick CMS the largest independent North American provider of claims administration services. The combined companies will have annualized revenue of about $1 billion as well as almost 8,500 employees.”
Devil’s in the details – Yvonne Guilbert of Complex Care Blog posts two concrete incidents that show how one small detail missed in home care could easily end up costing $50,000 or more.
Safe hiring practices – As the economy ramps up, new hires will increase an employer’s potential for workplace injuries. At MEMIC Safety Blog, Greg LaRochelle says that a new employee is 5x more likely to have a lost-time injury than a more experienced worker, and that 40% of all workers injured on the job have been on the job for less than a year. He posts about hiring practices to help mitigate risk.
Hiring Vets – HR Daily Advisor offers a good roundup of tips and advice for hiring returning veterans. The post includes questions to ask and to avoid during the interview.
Short Takes
AIG results and workers comp
Four steps to evaluate absence policies
Insurance Fraud Hall of Shame 2010
Smiling makes the world go round
7 wellness benefits employees want most
Google New Hires!
Monday, June 20th, 2005If you were to Google the name “Dr. Jayant Patel,” you would find over 20,000 references going back a number of years. The more recent entries are undoubtedly the most alarming. “Dr. Death” has been implicated in the demise of 87 patients at a municipal hospital in Bundaberg, Australia. He has become infamous for not washing his hands between surgeries, for failing to use anesthesia during surgery and perhaps most famously, for performing a colostomy backwards (I’m not sure what that would look like, and I don’t really want to know). If you do take a few moments to google his name, you would be more diligent in researching the doctor than were his previous employer and the executive recruitment firm that brought him to Australia. Therein lies our tale.
Bundaberg is a farming community on the eastern coast of Australia, just south of the Great Barrier Reef. They are famous for “Bundy Rum” — an alcoholic beverage that presumably bears no relationship to the star of the dubious sitcom, “Married with Children.” The local municipal hospital was delighted to find a former professor of surgery at the State University of New York who was willing to relocate to Australia. Unfortunately, his tenure down under was not unlike his work in Oregon and New York. He had been suspended in New York and his license had been revoked in Oregon, where he had once worked for Kaiser Permanente.
Whistleblower Blown Off
One of the striking aspects of the story as presented in the New York Times (registration required) involves the head nurse at the hospital, Toni Ellen Hoffman. She continuously raised her concerns about Dr. Patel’s performance with hospital administrators, only to be told that she had a “personality problem.” After a particularly shocking incident, where a 9 year old girl watched her father die through Patel’s neglect, the nurse requested an inquiry. The administration’s response? They named Patel as the employee of the month!
Finally, as the result of a legislative inquiry, Dr. Patel’s name was published in a paper. An enterprising reporter Googled the name and the scandal finally exploded. Dr. Patel fled the country, returning to Oregon where he lives in a mansion and appears to be unenthusiastic about returning to Australia, where he could face charges of homicide.
Management Lessons
We often talk about the potential negligence involved in hiring and entrusting incompetent or dangerous people to carry out their responsibilities. Here we certainly have a case of negligence in hiring: the hospital in Bundaberg was so excited to find a credentialed foreigner willing to join their staff, they did not look beyond the documents he presented about himself. As we have seen, a simple Google search would have exposed Patel as both incompetent and dangerous.
In addition, Patel carried letters of reference from several of his Oregon colleagues. These letters were provided after his termination for cause; the doctors who wrote them are likely to find themselves involved in the many lawsuits that are going to come out of this situation, under the legal concept of “negligent reference.” Then again, perhaps the colleague who described Patel as “above average” has a very low opinion of the average doctor!
Beyond these examples of negligence, hospital administrators really messed up when they failed to respond to the alarms raised by a trusted member of the staff. The administration went into a denial mode that will severely compound their negligence in hiring: it’s bad enough to drop the ball on reference checking, but far more serious to ignore the evidence right in front of your eyes. The lawyers will have a field day.
Some are calling Patel a psychopath. Others think he is simply incompetent. The bottom line is that he did not belong in any operating room, anywhere in the world, including one in a relatively remote town on the shores of Australia. With the advent of the internet, the HR folks in Australia had access to the same data available in New York City. So here’s our advice: google new hires. It doesn’t cost anything, it only takes a few moments, and it might save you a whole lot of pain, suffering and trouble.
Americans With Disabilities Act (ADA) compliance
Wednesday, October 20th, 2004How do you hire the right worker for the right job but avoid violating the ADA in the process? Michael at George’s Employment Blawg has done stellar work in unearthing some great Web resources on the topic so we are going to pass on the fruits of his labors and offer thanks for the pointers.
First and foremost, every job should have a written job description that describes the essential functions of the job. The job descriptions section of the Job Accommodation Network is an excellent resource to help in building descriptions that are ADA compliant.
Another unique set of tools that could be useful in developing job descriptions are 450 career videos available from America’s Career InfoNet. These short clips depict people performing the job, and describe the nature of the work involved in the job. In addition to being useful for developing job descriptions, they might also be helpful in planning return-to-work assignments.
Interviewing prospective employees is the next step in hiring. Michael points us to a good resource on asking the right questions to ensure ADA compliance. And to test your compliance quotient, take this quiz to see how successful you are at avoiding improper interview questions.
More information:
Job Accommodation Network
U.S. Department of Justice Americans with Disabilities Act Home Page