Warriors to Work

Employers are encouraged to fill out the Employer Registration form or reach out to the Warriors to Work team via email for more information about hiring warriors and wounded veterans.

Through collaboration and partnerships, the Warriors to Work veteran employment program educates and informs employers about the transferrable skills veterans bring to the civilian workforce. Additionally, Warriors to Work collaborates with employers across the country to help veterans find work and:

• Facilitate productive onboarding processes
• Identify optimal roles for veterans and provide qualified candidates
• Reduce the stigma around service-related injuries and veteran employment
• Develop practices to help increase retention among veteran employees

Employers can take several steps to support veterans in the workplace, recognizing their unique skills and experiences. Below are some key actions employers can take.

To create a veteran-friendly workplace, employers can make policies for hiring preferences, flexible work schedules, and leave. These policies can include hiring preferences for veterans or actively seeking out veteran candidates. Flexible work arrangements help veterans with medical appointments and other needs. Leave policies should support military service commitments and transition periods, making it easier for veterans to fit in.
 
Veterans bring many skills from the military that can be supported through programs for transition assistance, skill development, and mentorship. Training programs can help veterans transition from military to civilian roles. Skills development and career opportunities can be tailored to veterans’ needs. Employers can pair veterans with mentors who can help them navigate the workplace and advance their careers.

One key strategy for fostering an inclusive workplace culture is establishing veteran resource groups. These groups can help veterans connect, share experiences, and support each other, building a sense of belonging and camaraderie. Awareness programs help educate all employees about the unique experiences and challenges veterans face. Recognition programs are a great way to acknowledge and celebrate the contributions of veterans to the organization.
 
It’s important to provide comprehensive benefits, including healthcare, educational, and financial counseling. By offering comprehensive healthcare plans that cover mental health services, employers show they recognize the importance of addressing PTSD and other service-related conditions. Tuition assistance or reimbursement programs help veterans further their education and training. Employers can offer financial planning and counseling services to help veterans manage their finances and plan for the future. 
 
Mental health and well-being can be supported in the workplace with Employee Assistance Programs (EAPs), mental health training, and wellness programs. Employers can provide access to EAPs that offer counseling and support services. It’s important to train managers and Human Resources personnel to recognize signs of mental health issues and provide appropriate support. Wellness programs can promote overall health and well-being, stress management, and physical fitness initiatives. 
 
Fair compensation is crucial for supporting veterans. Employers should offer competitive salaries that reflect veterans’ skills and experiences to recognize their value and attract top talent. Pay equity practices should be in place to ensure no disparities based on military status, treating all employees fairly. 

Veterans often face several barriers to employment as they transition from military service to civilian careers. Key barriers include the following.

Trouble translating military skills to civilian jobs: Veterans may struggle to translate their military skills and experience into civilian job qualifications. They may also lack familiarity with the civilian job market and industry-specific requirements.
 
Mental and physical health issues: PTSD, anxiety, depression, and other mental health issues can impact veterans’ job performance and job searches. Injuries sustained during service can limit job opportunities and require workplace accommodations.
 
Gaps in employment: Potential employers may view employment history gaps due to military service negatively. Frequent moves associated with military life can also result in a fragmented employment history.
 
Lack of formal education or certification: Despite extensive training and experience, veterans may lack civilian-recognized degrees or certifications. Military training and qualifications may also not be recognized or valued by civilian employers.
 
Workplace culture and integration: Veterans may find it challenging to adapt to the culture and norms of civilian workplaces, which can be very different from the military. Differences in communication styles and work approaches can also create misunderstandings and integration difficulties.
 
Job search skills: Veterans may lack experience with civilian resume writing, job applications, and interview techniques. They also may have limited professional networks in the civilian job market, making it harder to find job opportunities.
 
Employer perceptions and bias: There can be stigma or misconceptions about veterans, particularly related to mental health issues like PTSD. Employers also may not understand the value of military experience or know how to effectively utilize veterans' skills.

There are several formal policies and programs designed to encourage employers to hire veterans, providing incentives and support for both employers and veterans. Some key policies include:

Veterans' Preference Act: This federal law gives eligible veterans preference in hiring for federal jobs, helping them secure employment within the federal government. Veterans who meet certain criteria receive additional points on their civil service examination scores.

Veterans Employment Opportunity Act: This federal law allows eligible veterans to apply for federal job vacancies under merit promotion procedures, even if the job is not open to outside candidates.

Uniformed Services Employment and Reemployment Rights Act (USERRA): USERRA protects the job rights of individuals who voluntarily or involuntarily leave employment positions to undertake military service or certain types of service in the National Disaster Medical System. It ensures that service members can return to their civilian employment with the same status, pay, and seniority.

Work Opportunity Tax Credit (WOTC): The WOTC is a federal tax credit available to employers who hire veterans from certain target groups, such as those with service-connected disabilities, those unemployed for a specified period, and those receiving certain types of public assistance. The credit amount varies based on the employee’s category and hours worked.