It can be an exciting experience for veterans to return to the civilian workforce. After their service, it&rsquo;s beneficial for the mind and body to stay active throughout the day. Employers should encourage their veteran employees to live healthily and take advantage of company resources to keep them safe while at work. Here are some tips that every veteran employee should know when returning to the workforce. 
<h2>Enroll in Employer-Provided Health Benefits</h2>
With physical and mental health a priority for veterans, there&rsquo;s a great opportunity to supplement existing <a href="https://www.va.gov/healthbenefits/resources/publications/hbco/hbco_va_other_insurance.asp#:~:text=If%20you%20have%20other%20forms,VA%20along%20with%20these%20plans." rel="noopener" target="_blank">VA benefits with employer health insurance</a>. This will provide coverage for health issues that are not related to military service. The VA PCP and the private PCP will communicate to ensure the health issue is being resolved and billed to the proper provider.
Another great health benefit is to take advantage of discounts at gyms or fitness facilities if offered by your employer. Sometimes these fitness discounts can also be applied to at-home gym equipment or health devices like fitness-tracking watches. Review your employee benefits manual to know which areas may be discounted and how to receive reimbursement if needed.
Most larger workplaces now offer EAPs (Employee Assistance Programs), which usually don&rsquo;t require enrollment but are still valuable assets to keep in mind. An EAP&rsquo;s purpose is to confidentially help employees through troubling situations in their personal lives, which can be a priceless resource for veterans. Talk with your human resources representative to find out how to contact the workplace&rsquo;s EAP group.
<h2>Avoiding Common Workplace Hazards</h2>
When veterans browse jobs within the civilian workforce, they&rsquo;re looking to apply the skills they developed during their service. Typically, veterans will leverage their experiences to land in fields like information technology, land trade, and labor-based jobs. These professions require skilled and determined workers but have a higher risk of exposure to hazardous materials such as PCBs (Polychlorinated biphenyls), PVC (Polyvinyl chloride), lead, and asbestos.
If any of these hazardous materials are on the property or involved in day-to-day operations, the workers must adhere to proper safety precautions to avoid long-term health issues. One of the more common hazardous materials veterans may encounter is asbestos. Avoiding asbestos in the workplace is especially important since <a href="https://www.mesothelioma.com/veterans/" rel="noopener" target="_blank">veterans were exposed to asbestos</a> during military service, which can lead to mesothelioma cancer. In order to prevent further exposure, veterans should be aware of asbestos involved in their civilian work and follow the proper procedures to preserve their health.
&nbsp; <img src="https://cdn.buttercms.com/75EhNqEqTxq4VmFU8YKc"> 
<h2>Follow On-The-Job Safety Protocols</h2>
Every workplace should have safety regulations in place to protect its workers, which vary depending on the job. Each year, <a href="https://www.cdc.gov/niosh/injury/fastfacts.html" rel="noopener" target="_blank">millions of people are injured at work</a> with slips and falls being the leading cause. With safety being of the utmost importance during military service, that same caution should be adhered to during the workday.
One of the most common ways workers are injured is by attempting to lift heavy objects without proper posture or assistance. To avoid injury when lifting heavy objects alone, first, make sure your path is clear and stretch your muscles. Next, firmly grab the object while keeping your back straight and your knees bent, then stand. This will ensure your knees are managing the weight of the object and not your back. Neglecting these steps or attempting to lift something too heavy by yourself can provoke serious back injury.
An easy way to avoid slips and falls is to wear non-slip work footwear. Whether it's shoes or boots, they&rsquo;ll have a better grip on wet and oily floors. They&rsquo;re made in a variety of styles and budget-friendly pairs are available in retail stores.
<h2>Maintain Good Physical and Mental Shape</h2>
While this may seem like common knowledge, it&rsquo;s easy for months to pass without strengthening your body&rsquo;s muscles and making them vulnerable to injury. Veterans were expected to stay physically fit and be mentally ready for anything during their service. That same mindset can be utilized in the civilian workforce to keep one's self physically in shape with a sharp mind.
By staying in good physical shape, you can reduce the risk of body strains at work, especially if the job is more sedentary like deskwork. A good routine to incorporate is exercising for two days, 30 minutes each day, followed by a rest day. The exercises can be as simple as lifting weights at home, walking or running on the treadmill, swimming, etc., as long as it's raising your heart rate.
Staying in good mental shape can be more challenging, especially for veterans, as there&rsquo;s no uniformed solution for mental health. Some common mental health exercises, known as mindfulness, can be meditating, organizing and overall asking yourself &ldquo;how am I doing?&rdquo;. With depression and <a href="https://www.ptsd.va.gov/" rel="noopener" target="_blank">PTSD</a> (Post-Traumatic Stress Disorder) the most common mental health issues among veterans, regular visits with an experienced therapist or psychiatrist is recommended to keep all aspects of your life safe, including work.
<h2>Bring a Healthy Lunch and Hydrate Regularly</h2>
Another commonly overlooked but essential value to staying safe at work is eating a proper meal on your scheduled lunch break. Throughout the workday, your body is burning calories that it needs for physical exertion and mental focus. Eating fast food or skipping your lunch break entirely will have adverse effects on your body, as it's lacking the proper fuel for the second half of the day.
An easy routine to set yourself up for success is meal planning. Set some time aside a few times a week to plan your lunches for the next couple of days. It can be as simple as packaging dinner leftovers in tupperware or preparing some sandwiches and veggies in a ziploc bag. Either way, your lunch will be ready to grab in the morning when you head out the door.
For hydration, keep a water bottle with you on your desk or anywhere easily accessible at work. It&rsquo;s easy to get caught up in tasks and let hours pass by without hydrating, which is easily solved by setting a timer on a computer, phone or watch to drink water every 30 minutes. 
<h2>Conclusion</h2>
Our workplaces are where we spend a large portion of our lives and should also encourage us to stay safe while on the shift. Keeping our veterans safe at work should be a priority for employers, along with assisting them wherever possible to live their healthiest lives. For more resources, check out our article on <a href="https://www.careercircle.com/blog/post/how-to-support-veterans-in-the-workplace-gettin" rel="follow noopener" target="_blank">How to Support Veterans in the Workplace</a>.

Veterans returning to the workforce: Tips for staying healthy, safe, and utilizing employer resources effectively.

5 Ways Veterans Can Remain Healthy on the Job | Getting Hired

5 Ways Veterans Can Remain Healthy on the Job

According to the&nbsp;<a href="https://www.dol.gov/odep/" rel="noopener" target="_blank">U.S. Department of Labor&rsquo;s Office of Disability Employment Policy (ODEP)</a>, 20.7 percent of working-age people with disabilities in the U.S. have jobs, compared to 68.3 percent of working-age people without disabilities. While research continues to prove disability-inclusive hiring provides significant benefits for employers, when it comes recruiting employees with disabilities, many employers don&rsquo;t know where to begin.
From overall branding to interview processes, incorporating appropriate recruitment strategies can make all the difference to attract job seekers with disabilities.
Here are some innovative recruitment strategies to help you hire people with disabilities:
1.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Incorporate inclusive employer branding&nbsp;&ndash; As an employer, having a good reputation is not only important to attract customers, but also to attract job seekers and retain employees. According to&nbsp;<a href="https://cdn2.hubspot.net/hubfs/5057002/GettingHired_November2019/Pdfs/ultimate-list-of-employer-brand-stats.pdf" rel="noopener" target="_blank">LinkedIn</a>, 75 percent of job seekers research a company&rsquo;s reputation and employer brand before applying. Employers seeking to hire people with disabilities should ensure their messaging conveys their inclusiveness. This means providing visual representations of people with disabilities and written language indicating they are a disability-inclusive employer on all recruitment materials. Employers should also avoid listing job requirements that aren&rsquo;t truly necessary. Language such as, &ldquo;must be able to lift 30 pounds,&rdquo; can deter people from applying who would otherwise be well-qualified for the position.
2.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Pursue passive candidates through social media &ndash;&nbsp;It&rsquo;s estimated that 75 percent of people who aren&rsquo;t looking for a new job would consider an offer if it&rsquo;s presented to them. A passive candidate is a potential job applicant who is not actively seeking a new job but is open to switching jobs if an opportunity is presented. Social media recruiting is a great way to seek out passive talent, as most job candidates will have social media accounts. Employers can use social media networks to search for candidates, reach out to them and build relationships, and encourage them to apply for vacant job positions. Many employers also focus on enhancing their overall social media presence to improve engagement and reach more job candidates. When seeking to hire people with disabilities, employers can focus on participating in Twitter chats and engaging with disability organizations via their social media handles.
3.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Recruit remotely &ndash;&nbsp;From mobile-friendly applications, to video and text interviewing, innovations in technology make it easier for employers to connect with job seekers. For some candidates with disabilities, using strategies like&nbsp;<a href="https://searchhrsoftware.techtarget.com/definition/video-interview" rel="noopener" target="_blank">video interviewing</a>&nbsp;can be helpful, as this allows them to interview in locations most accessible for their needs and saves on travel time. Additionally, providing options such as texting to schedule and confirm interviews or engage with applicants can be helpful for those who have speech or communication needs that make communicating via text most accessible. In general, to ensure accessibility for all job seekers, employers should provide multiple ways for job seekers to communicate with recruiters.
4.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Host inclusive hiring events &ndash;&nbsp;Many disability inclusive employers proactively seek out job candidates with disabilities by hosting or participating in inclusive hiring events or job fairs. Employers like&nbsp;<a href="https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/hiring.aspx?irgwc=1&amp;OCID=AID681541_aff_7593_1375745&amp;tduid=(ir__tj6i2tuabokfr3xr0kbg2zzd122xmvl201wluen100)(7593)(1375745)()()&amp;irclickid=_tj6i2tuabokfr3xr0kbg2zzd122xmvl201wluen100" rel="noopener" target="_blank">Microsoft</a>&nbsp;host inclusive job fairs that provide opportunities for job seekers with disabilities to meet local and national recruiters, learn about job opportunities in a variety of fields, and gain information to help them get a job (i.e. resume writing skills). Other employers choose to participate in inclusive hiring events hosted by disability-focused organizations. For example, Getting Hired hosts multiple Online Career Expos throughout the year to connect job seekers with disabilities to employer partners. These provide a unique and fully accessible opportunity to talk one-on-one with recruiters and hiring managers in real-time.&nbsp;&nbsp;
5.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Connect with local disability organizations and university disability offices &ndash;&nbsp;Employers who want to recruit more employees with disabilities should reach out to those with direct connections to people with disabilities. This includes local disability organizations and university disability services offices. Often these organizations not only provide employers access to strong candidate pools, but also can serve as resources for disability-focused employer trainings.
6.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Highlight accessible features of the job location/position &ndash;&nbsp;Today&rsquo;s job seekers aren&rsquo;t just looking for jobs with desirable salaries and perfect job duties. They also want to know other benefits an employer can offer, such as proximity to public transportation or open office floor plans. Job seekers with disabilities are often drawn to employers who offer flexible work hours or telework options, provide both open office and quiet spaces for working, along with other inclusive office features.
7.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Educate ALL staff&nbsp;&ndash; Goals for disability inclusive hiring should not begin and end within an employer&rsquo;s HR department. Truly inclusive hiring means educating everyone within an organization, including executives, managers, and other employees that will interact with co-workers with disabilities. Trainings should not only address topics such as disability etiquette, but should also provide information on reasonable accommodations to help avoid negative bias about the needs of employees with disabilities.
8.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Implement inclusive interview practices&nbsp;&ndash; It&rsquo;s important for employers to ensure every aspect of the hiring process is inclusive of people with disabilities. This includes informing applicants that accommodations for interviews can be provided upon request. Employers should also check for proper physical access to interview locations and address any other needs specified by the applicant. Many employers also participate in disability etiquette trainings to learn general protocol for communicating and interacting with people with various forms of disabilities in interview settings.
To find out more about how to recruit job seekers with disabilities,&nbsp;contact the CareerCircle team at gettinghired@careercircle.com.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.&nbsp;

Boost disability-inclusive hiring with these 8 innovative recruitment strategies. Attract and retain top talent now!

8 Innovative Recruitment Strategies to Hire People with Disabilities

The&nbsp;Assistive Technology Act of 2004&nbsp;defines assistive technology (AT) as &ldquo;any item, piece of equipment, or product system, whether acquired commercially, modified, or customized, that is used to increase, maintain, or improve functional capabilities of individuals with disabilities.&rdquo; Ultimately, AT can bridge the gaps between people&rsquo;s abilities and their job requirements.
Assistive technology can take on many forms, including low-tech devices such as canes and lever doorknobs, or high-tech devices, such hearing aids or motorized wheelchairs. Additionally, computer hardware and software, such as alternative keyboards, screen readers and voice recognition software, serve as forms of AT.
In many cases, while a device may not be considered AT by the mainstream public, it can often be considered so by people with disabilities. For a person with limited mobility, a simple back scratcher can become a reacher/grabber. For a person who is blind or low-vision, a cell phone loaded with appropriate apps can provide access to email, social media, transportation, public venues, and so much more.
Which AT solutions are designed for specific disabilities?
AT is not prescriptive, meaning not every tool will work for every person with the same disability. It is less about accommodating a specific disability, but more about accommodating the specific functional needs of a person with a disability. In many cases, one form of AT can accommodate many forms of disability. For example, voice recognition software can be a significant help for people with limited hand use, but can also be just as helpful for people who are blind/low-vision.
Is AT the same as an accommodation?
While AT can serve as a form of accommodation, it is not the same. Some accommodations, such as alternative work schedules, telecommuting, and&nbsp;<a href="https://www.dol.gov/odep/topics/personalassistanceservices.htm" rel="noopener" target="_blank">personal assistance services (PAS)</a>&nbsp;are examples of non-AT accommodations.
How do I find the right AT for my needs?
Finding the best AT can often be a process of trial-and-error. If you&rsquo;re seeking AT to assist you at work, the first step is to let your employer know about your disability (if you haven&rsquo;t already done so) and that you need AT to effectively do your job.
If you or your employer don&rsquo;t already have an idea about the best AT to meet your needs, it&rsquo;s best to connect to professionals that are either familiar with specific forms of AT or that are trained to match AT to specific needs. This can often include doctors, occupational therapists, rehabilitation professionals, speech-language pathologists, and other AT specialists. Additionally, many states and universities house AT lending libraries, which allow people to try out and borrow devices for various periods of time in order to determine its compatibility for specific needs.
After doing research or consulting with a professional, here are a few questions you can ask to determine whether a specific AT tool will meet your needs, either at work or elsewhere:
<ul>
<li>Does the tool address your specific needs and challenges?</li>
<li>Does it maximize your strengths?</li>
<li>Is there a simpler tool that would work as effectively?</li>
<li>Will it be easy to incorporate into your work?</li>
<li>How easy is it to learn to use the tool?</li>
<li>Will you receive support or training on how to use it?</li>
<li>Is the tool compatible with the existing technology you use? (For example, will it work on your existing computer or mobile device?)</li>
<li>How reliable is the device?</li>
<li>What technical support is available?</li>
</ul>
The above list was modified from Understood.org,&nbsp;<a href="https://www.understood.org/en/school-learning/assistive-technology/finding-an-assistive-technology/checklist-what-to-consider-when-looking-at-assistive-technology" rel="noopener" target="_blank">Checklist: What to Consider When Looking at Assistive Technology</a>.
Who pays for AT in the workplace?
If you identify as a person with a disability, according to the Americans with Disabilities Act (ADA), AT can serve as a reasonable accommodation that your employer can provide to help you perform the essential functions of your job.
If tasks are non-essential functions to do your job, your employer does not have to provide AT. Keep in mind that your employer doesn&rsquo;t have to purchase the latest or most expensive version of a specific device or AT.&nbsp;Additionally, if they find another way to meet your needs without purchasing AT, they can do so.
The&nbsp;<a href="https://askjan.org/index.cfm" rel="noopener" target="_blank">Job Accommodation Network (JAN)</a>&nbsp;provides worksite accommodations solutions, among other services to increase employability of people with disabilities, and has proven that most accommodations cost less than $500. Ultimately, your employer cannot simply say they will do nothing because they can&rsquo;t afford to, unless they have explored all alternatives and can justify that the cost of the AT would cause undue hardship. When all options are eliminated, the next step would be to explore funding the AT yourself.
To learn more about AT funding sources, check out the Assistive Technology Industry Association&rsquo;s (ATIA)&nbsp;<a href="https://www.atia.org/at-resources/what-is-at/resources-funding-guide/" rel="noopener" target="_blank">Funding Resource Guide</a>.
Where do I go to learn more?
Assistive technology continues to increase access to employment for people with disabilities. However, it&rsquo;s important to consider individual needs to determine which AT tools will be best to ensure long-term success. To learn more about assistive technology in the workplace,&nbsp;contact the CareerCircle team.
Contributions to this blog were made by Andra&eacute;a LaVant of Solutions Marketing Group.

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What is Assistive Technology?

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5 Ways Veterans Can Remain Healthy on the Job

8 Innovative Recruitment Strategies to Hire People with Disabilities

What is Assistive Technology?

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