[2014 POLICY AGENDA] 5.5: Support Veterans in the Workforce Through implementing programs that support veterans in the workplace, employers can tap the potential of new veterans and maximize the value they can bring to the workforce. According to a 2012 survey fielded by IAVA and Prudential Financial, Inc., 55 percent of veterans are concerned about cultural barriers in the workplace.46 Successfully supporting veterans in the workplace begins by understanding the challenges confronting veterans and their families and training staff to appropriately address these challenges. Many veterans continue to serve through the National Guard and Reserve. At times, the training and deployment requirements of Guard and Reserve service can strain businesses and can be a disincentive to supporting these veterans’ service. The government can help by rewarding companies for providing opportunities to Guardsmen and Reservists.
IAVA Recommendations:
I.
II.
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Provide tax credits for patriotic employers who support employees in the Reserve or National Guard called to active duty by paying the difference between service members’ civilian salaries and military wages. Provide a tax deduction to businesses that provide additional training to ensure returning Reservists and National Guardsmen have the same level of training and seniority as their non-veteran peers. The tax deduction should be equal to the cost of the additional training and it must also be available to veteran-owned small businesses.
III.
Include training on PTSD and TBI awareness training along with other required American with Disabilities Act (ADA) training in the workplace.
IV.
Establish veteran affinity groups within a business to connect veteran employees to provide peer-to-peer support in the workplace.
V.
Train Human Resources professionals to become USERRA coaches to support Guard and Reservists deploying.
VI.
Partner with veterans groups, like IAVA, in creating hiring and workforce development programs for veterans.