SHRM Texas State Council Veteran Employment Initiative Toolkit

1. SHRM Texas State Council Veteran Employment Initiative Toolkit 2011

2. Veteran Employment Initiative Toolkit Content Areas • Veteran Employment Overview • Aligning Veteran Employment with Your Organization’s HR Strategy • Aligning Veteran Employment with Your SHRM Chapter’s Strategy • Texas State Council’s Hire Texas Vets Initiative – “The Patriotic Promise” • Veteran Employment Support Services Links and Contacts

3. 2011 Texas State Council Workforce Readiness Director Dr. Barbara Lyon, SPHR Texas A&M University—Central Texas

4. 2010-2011 Texas State Council Workforce Readiness Initiative Dr. Barbara Lyon, SPHR Bob Cartwright, SPHR Workforce Readiness Director Collaborative Industry Alliances (CIA) Director

5. SHRM Core Leadership Areas & Veteran Employment Initiatives • Workforce Readiness • Diversity • College Relations

6. Workforce Readiness Working Definition (SHRM, 2008) Insure that our workforce has the skills, competencies and behaviors necessary to succeed in today’s and tomorrow’s workplace. Insure that today’s and tomorrow’s workplace maximizes the potential of our workforce.

7. Workforce Readiness Target Groups • Workforce entrants • Incumbent workers • Transitioning workers • Mature workers

8. TSC Target Group 2010-2011 • Workforce entrants > veterans • Incumbent workers • Transitioning workers > veterans • Mature workers

9. Veteran Employment Initiatives Recent Events • Veteran Services • Legislation • Research • Other OIF OEF

10. Veteran Employment Legislation • Uniform Services Employment and Reemployment Rights Act (USERRA) • American Recovery and Reinvestment Act (AARA)

11. USERRA Uniform Services Employment and Reemployment Rights Act • The Department of Labor, Veterans' Employment and Training Service (VETS), enforces USERRA. • USERRA clarifies and strengthens the Veterans' Reemployment Rights (VRR) Statute • USERRA protects civilian job rights and benefits for veterans and members of Reserve components. • USERRA improves enforcement mechanisms USERRA

12. USERRA Uniform Services Employment and Reemployment Rights Act • USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years • The previous law provided four years of active duty, plus an additional year if it was for the convenience of the Government. • Exceptions to the five-year limit • Initial enlistments lasting more than five years • Periodic National Guard and Reserve training duty • Involuntary active duty extensions and recalls, especially during a time of national emergency. • Reemployment protection does not depend on the timing, frequency, duration, or nature of an individual's service as long as the basic eligibility criteria are met.

13. USERRA Uniform Services Employment and Reemployment Rights Act • USERRA requires that service members provide advance written or oral notice to their employers for all military duty unless giving notice is impossible, unreasonable, or precluded by military necessity. • The employee should provide notice as far in advance as is reasonable under the circumstances. • Service members are permitted by law, but are not required, to use accrued vacation or annual leave while performing military duty.

14. USERRA Uniform Services Employment and Reemployment Rights Act • For military service of less than 31 days, health care coverage is provided as if the service member had remained employed. • Individuals performing military duty of more than 30 days may elect to continue employer sponsored health care for up to 24 months (COBRA) • They may be required to pay up to 102 percent of the full premium. • USERRA clarifies pension plan coverage by making explicit that all pension plans are protected.

15. USERRA Uniform Services Employment and Reemployment Rights Act • USERRA provides that while an employee is performing military service, he or she is deemed to be on a furlough or leave of absence. • Military members are entitled to the non-seniority rights accorded other individuals on non-military leaves of absence. • USERRA provides that returning service-members are reemployed in the job that they would have attained had they not been absent for military service (the "escalator" principle). • Same seniority, status and pay, an other rights and benefits determined by seniority. • The law clearly provides for alternative reemployment positions if the service member cannot qualify for the "escalator" position. • USERRA requires that reasonable efforts be made to enable returning service members to refresh or upgrade their skills to help them qualify for reemployment (e.g., training or retraining) .

16. USERRA Uniform Services Employment and Reemployment Rights Act • The period an individual has to make application for reemployment or report back to work after military service is based on time spent on military duty. • Less than 31 days -- The service member must return to work at the beginning of the next regularly scheduled work period on the first full day after release from service, including safe travel home and eight-hour rest period. • Over 30 days, but less than 181 days -- The service member must submit an application for reemployment within 14 days of release from service. • Over 180 days – The service member must submit an application for reemployment within 90 days of release from service.

17. USERRA Uniform Services Employment and Reemployment Rights Act • USERRA provides protection for disabled veterans, requiring that employers give reasonable accommodation for the disability. • Service members convalescing from injuries received during service or training may have up to two yearsfrom the date of completion of service to return to their jobs or apply for reemployment.

18. USERRA Uniform Services Employment and Reemployment Rights Act • The Department of Labor, through the Veterans' Employment and Training Service (VETS) provides assistance to all individuals having claims under USERRA • If resolution is unsuccessful following an investigation, the service member may have his or her claim referred to the Department of Justice for consideration of representation in the appropriate District Court, at no cost to the claimant. • Federal and Postal Service employees may have their claims referred to the Office of Special Counsel for consideration of representation before the Merit Systems Protection Board (MSPB). • If violations under USERRA are shown to be willful, the court may award liquidated damages. • Individuals who pursue their own claims in court or before the MSPB may be awarded reasonable attorney and expert witness fees if they prevail.

19. American Recovery and Reinvestment Act (AARA), 2009 • Economic Recovery Payment to Recipients of Social Security, SSI, Railroad Retirement and Veterans Disability Compensation Benefits. • Incentives to Hire Unemployed Veterans and Disconnected Youth. • Under current law, businesses are allowed to claim a work opportunity tax credit equal to 40 percent of the first $6,000 of wages paid to employees of one of nine targeted groups. • The bill would create two new targeted groups of prospective employees: (1) unemployed veterans; and (2) disconnected youth. • An individual would qualify as an unemployed veteran if they were discharged or released from active duty from the Armed Forces during the five-year period prior to hiring and received unemployment compensation for more than four weeks during the year before being hired. AARA

20. Veteran employment knowledge fits easily into your professional development plan (and HRCI recertification process, as well)!

21. Align with Employer’sHR Strategy • Develop Strategy • Align with HR strategy. • Communicate Commitment • Provide coherent programs. • Mentor Veteran Employees • Develop managers and veteran employees. • Improve Continuously • Provide continuous improvement of programs.

22. Recommended Employer Activities • ESGR Certificates • Web and Social Networking • Career Workshops • Hire Our Vets Job Fairs • Strategic Initiatives

23. ESGR Certificates Statement of Support • Network with ESGR • Organize Signing or Signing Event • Conduct Signing • Market Signing Event (optional)

24. ESGR Certificate Be sure to complete the addressed card, detach the card from the bottom of the page, and mail it back to ESGR. They will include your organization’s name on the ESGR’s Web list of supporters.

25. Web and Social Networking • Enthusiastic Welcome • Respectful Support • Job Opportunities • Workplace Skills • Assessment Tools • Education Opportunities

26. Career Workshops • Language Translation • Resume Development • Interview Skills • Workplace Skills • Assessment Tools • Education Opportunities

27. Hire a Vet Job Fairs • Plan & Network • Organize • Conduct • Assess

28. Strategic Initiatives • Develop strategy • Communicate commitment • Mentor veteran employees • Continuously improve

29. Academic Strategic Planning Process Mission, Vision, Values External Scan Evaluation Objectives Internal Scan Goals SWOT / TOWS

30. Strategic Business Management • Interpret information from external sources • Participate in organization’s strategic planning process • Demonstrate knowledge of management functions (plan, organize, lead/direct, control) • Demonstrate organizational knowledge • Demonstrate legislative and regulatory knowledge • Promote creativity and innovation • Demonstrate knowledge of transition techniques for program sustainability

31. Networking (Veteran Services, SHRM, Social Tech.) • Respectful, Welcoming Environment • Recruiting Initiatives • Success Communication Develop Strategy Communicate Commitment (Align with HR strategy) (Provide coherent programs) • Veteran Employment Taskforce • Veteran Cultural Awareness • Demographics Assessment • Goals/Benchmark Development Align initiative with organization mission, vision, values Mentor Veteran Employees ImproveContinuously (Develop managers and veteran employees) (Provide for continuous improvement in programs and services to support mission accomplishment) • Management Support • Veteran Transition Assistance • Warrior Employee Advancement • Materials Development • On-going, integrated, organization-wide review /feedback process • Quality enhancement Veteran Employment Initiative Model

32. Develop Strategy(Align with HR strategy.) • Veteran Employment Taskforce • Veteran Cultural Awareness • Demographics Assessment • Goals/Benchmark Development

33. Communicate Commitment (Provide coherent programs) • Networking (Veteran Services, SHRM, Social Tech.) • Respectful, Welcoming Environment • Recruiting Initiatives • Success Communication

34. Mentor Veteran Employees (Develop managers and veteran employees) • Management Support • Veteran Transition Assistance • Warrior Employee Advancement • Materials Development

35. Improve Continuously (Provide for continuous improvement in programs and services to support mission accomplishment) • On-going, integrated, organization-wide review /feedback process • Quality enhancement

36. Veteran employment initiatives can easily align with your organization’s HR strategy!

37. Align with SHRM Chapter Activities • ESGR Certificates (Statement of Support) • Chapter Meeting Topic • Career Workshops • Hire a Vet Job Fairs

38. ESGR Certificate Be sure to ask organizations to complete the addressed card, detach the card from the bottom of the page, and mail it back to ESGR. They will include the organizations’ names on the ESGR Web list of supporters.

39. ESGR Certificates – Network • Chamber of Commerce • Rotary • Universities through sponsored SHRM student chapters • Others

40. Chapter Meeting Topic • Veteran Employment Speaker • Veteran Employment Panel

41. Career Workshops • Resume Development • Interview Skills • Workplace Skills • Assessment Tools • Education Opportunities

42. Hire Our Vet Job Fairs • Planning • Organizing • Conducting • Assessing

43. Veteran employment initiatives can easily align with your SHRM chapter strategy!

44. Texas State Council Initiatives Summit & Symposium Series The Patriotic Promise

45. The Patriotic Promise Summit on Texas Veteran Employment Issues Round Rock, TX - September 10, 2010

46. The Patriotic Promise Symposium on Texas Veteran Employment Issues Grapevine, TX - January 21, 2011 San Marcos, TX - May 20, 2011 Houston, TX - September 28, 2011 El Paso, TX – November 10, 2011

47. Partnerships and Sponsors • 2010-2011 • Employers Support of the Guard and Reserves (ESGR) • National Guard Bureau • Texas ESGR • Texas Workforce Commission • Texas Veterans Commission • Tex Vet Initiative • U.S. Veteran Chamber of Commerce • U.S. Department of Labor

48. Partnerships and Sponsors (con’t) • Texas A&M University—Central Texas • Jobing.com • Bring Everyone in the Zone • Austin Human Resource Management Association • St. Edward’s University

49. The Patriotic Promise • Program Committee • SHRM Texas State Council Workforce Development • SHRM Texas State Council “CIA” • Employer Support of the Guard and Reserves (ESGR) • Tex Vet Initiative, Texas A&M Health Science Center • SHRM Texas State Council Director • SHRM Texas State Council Marketing Committee • SHRM Texas local chapter leaders (symposium cities)

50. The Patriotic Promise • Summit Program • U.S. Employers Support of the Guard and Reserves (ESGR) • U.S. National Guard Bureau, Manpower and Personnel (J1) • U.S. House of Representatives, 31st Congressional District • Texas A&M University System, Chancellor • Texas Office of the Governor (video) • Texas Workforce Commission, Veteran Leadership Program Texas Workforce Commission, Labor Markets & Career Info. • Texas Veterans Commission, Veteran Employment Services • Tex Vet Initiative, Texas A&M Health Science Center