ACTION PLAN
Empower We’ve created a plan for you based on the articles you’ve read in the EMPOWER category. Follow this plan to take action and start empowering veterans and military spouses.
Encourage veterans to take advantage of government education programs and help them in their search for the one that best fits their needs
Call the spouse of a veteran employee regularly as a check-in and to see if they need additional help while their husband/wife is deployed
Learn about the Post-9/11 GI Bill and the Montgomery GI Bill
Stay connected with employees on deployment through cards, care packages, video conferencing and pictures
Put an existing veteran employee in a training position Establish internship and/or apprenticeship programs Develop a tailored on-the-job training program that benefits both the veteran or spouse and your company Assist and advise veterans in pursuing licensing/certifications Establish an Employee Resource Group for veterans Establish an Employee Resource Group for military spouses Organize a Big Brother/Big Sister-style program to help support a deployed employee’s family Put your support in writing by signing a Statement of Support for the Guard and Reserve and display it prominently Throw a welcome home event when the veteran returns (but be sure to consult a family member first)
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Download the Society for Human Resources Management's toolkit for additional ideas on ways to support your veteran employees Implement initiatives to retain military spouses such as offering a work-from-home option, offering job relocation assistance or providing on-site daycare Read the Society for Human Resource Management’s “When Work Works Toolkit” for guidance on making the workplace more flexible Develop a flexible work schedule based on the needs of the veteran or spouse Be aware of legal provisions of the Family and Medical Leave Act (FMLA) that pertain to the military Consider providing “gap pay” for deployed employees Ask employees to self-report whether they are veterans or military spouses Designate an HR manager to keep up with military-related employees and calculate retention, turnover and tenure
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Incorporate family events into company activities Contact organizations in the community that support veterans to partner with them on volunteer activities and other events
Consult the Department of Labor’s America’s Heroes at Work fact sheets for more information on veterans’ workplace issues Call the Department of Labor’s Job Accommodation Network (800-526-7234) for free confidential guidance on disability issues
Commemorate Memorial Day and Veterans Day and recognize the service of veteran employees If your new employee is in the National Guard or Reserve, start to plan when they will be training. Contact a Guard or Reserve member’s commander or supervisor, get to know them and ask them to provide you advance notice of an employee’s military duty schedule Implement job sharing, shadowing or rotational workflow programs to make sure nonveteran workers are prepared for additional responsibilities Explain to nonveteran employees the nature of a veteran’s deployment, so that they fully understand and appreciate what veterans sacrifice Celebrate Military Spouse Appreciation Day on the Friday before Mother's Day On an annual basis, celebrate your veteran and spouse employees through a recognition or social event that includes families Offer service members and spouses a way to distinguish themselves through a pin or athletic bracelet Train appropriate managers on complying with ADA, FMLA and USERRA Check with disabled employees on any accommodations they may need Make sure your Employee Assistance Program managers are trained in veterans issues such as post-traumatic stress and traumatic brain injury
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