WHO’S HIRING VETERANS? VA SETS NEW GOALS UNCLE SAM REALLY DOES WANT YOU! CHANGING HELMETS: WELDING TRAINING FOR VETS DARKNESS TO LIGHT PREVENTING VET SUICIDES VETERAN NEWS BRIEFS

WHO’S HIRING VETERANS? VA SETS NEW GOALS UNCLE SAM REALLY DOES WANT YOU! CHANGING HELMETS: WELDING TRAINING FOR VETS DARKNESS TO LIGHT PREVENTING VET SUICIDES VETERAN NEWS BRIEFS

WINTER 2009/SPRING 2010 JOBS ISSUE

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ClimbersWanted.To us, “diversity” meansmore than “race” or “gender.”

It means developing,manufacturing andmarketing life-enhancingmedical technologies inseveral therapeutic fields.

It means cultivating a work-force that spans a variety ofcultures around the globe.

And it means fostering thecareers of talented individuals,whatever their background oravenues of interest.

Take the next step in yourcareer. Visit us at:

C. R. Bard, Inc. is an Affirmative Action/Equal Opportunity Employer

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TM

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The view expressed by our columnists, correspondents and the Veteran's Enterprise, do not necessarily reeect those of the Editor. Acceptance of advertising or articles for publication in no way constitutes an endorsement of the publisher. No part of this issue may be reproduced or transmitted in any form or by any means, electronic or mechanical, without prior permission of the publisher.

PPublished by:E.M. Publishing Enterprises, Inc. 19456 Ventura Blvd., Suite 200 Tarzana, CA 91356 818-654-0870PRESIDENT - Jeff PalmatierEDITOR/ART DIRECTOR - Richard ChudyVP SALES/ADVERTISING - Mark Cohenwwwww.veteransenterprise.com

CONTENTS

TOP COMPANIES FOR VETSSome companies just talk about hiring vets. Others like Scneider National, Sprint and Union Pacific do much more. Union Pacific do much more. We profile three companies whose extra efforts help reduce the number of unemployed veterans while also providing viable career paths to transitioning military personnel.

VA SETTING NEW PRIORITIESSecretary of Secretary of Veterans Affairs Eric Shinseki is reshaping the VA and setting bold new priorities to better serve the veteran community. Should a $125 billion dollar budget request be approved, the VA could be a 21st century organization.

PLUSPAGE 19CHANGING HELMETSNew welding training program for veterans.

PAGE 32TURNING DARKNESS INTO LIGHT VVet gives insight into suicide prevention.

PAGE 10FREEDOM AWARDMicrosoft honored for support to National Guard and Reservists.

PAGE 6VETERANS NEWS BRIEFS

HE REALLY DOES WANT YOU!The White House announces the launch of an initiative that is designed to transform the federal government into the model employer of America’s veterans. Working for your “uncle” could be your best move.

26

13

35

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So is a great place to work.

That’s why we made a commitment to an inclusive

environment to help us continue to pioneer new ways

in which to improve and expand our vision. Valuing the

differences of employees, suppliers, and consumers has

made us a leader in the wine industry. It’s also - like 75

years of family winemaking - something worth celebrating.

“Gallo sees diversity as an opportunity to become a company that better reflects the world we live in. It positions us to meet the needs of today’s increasingly diverse marketplace.” – Joseph E. Gallo, CEO

Wine is a blend of vision, character, and style.

For more information about how we Embrace Diversityat E&J Gallo Winery, please visit us at www.gallo.com

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So is a great place to work.

That’s why we made a commitment to

an inclusive environment to help us

continue to pioneer new ways in which

to improve and expand our vision.

Valuing the differences of employees,

suppliers, and consumers has made us a

leader in the wine industry. It’s also - like

75 years of family winemaking - something

worth celebrating.

“Gallo sees diversity as an opportunity to become a company that better reflects the world we live in. It positions us to meet the needs of today’s increasingly diverse marketplace.”

– Joseph E. Gallo, CEO

Wine is a blend of vision, character, and style.

For more information about how we Embrace Diversity atE&J Gallo Winery, please visit us at www.gallo.com

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VETERANS NEWS BRIEFS

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RECRUITMILITARY AND PURPLE HEART SERVICES LAUNCH VETERAN HIRING INITIATIVEPurple Heart Services has joined forces with the military-to-civilian recruiting firm RecruitMilitary, LLC, to promote and help deliver 72 Veteran Opportunity Expos throughout the United States in 2010. RecruitMilitary Opportunity Expos are free of charge to veterans who already have civilian work experience, men and women who are transitioning from active duty to civilian life, members of the National Guard and reserves, military spouses, and other military family members.

Purple Heart Services (PHS) will help RecruitMilitary by reaching out to veteran-friendly employers, franchisors, and educational institutions that are eager to recruit veterans. PHS will also promote the Expos to job seekers among its own membership and the veteran community at large, and will exhibit at Opportunity Expos. The PHS logo will appear in RecruitMilitary Opportunity Expo advertising and marketing documents, both print and electronic, and on the RecruitMilitary website.

“All of us at RecruitMilitary are delighted that Purple Heart Services has joined our Opportunity Expos team,” said Drew Myers, the president and founder of RecruitMilitary and a former Captain in the United States Marine Corps. “The Purple Heart Services Program meets a great need in the veteran community, and we are proud to be associated with it.”

“We are proud to partner with RecruitMilitary to

help combat wounded and disabled veterans find employment after their service. We think RecruitMilitary is the leader in job placement to those leaving the active military and know that this partnership will result in new jobs for deserving veterans.” said Ken Smith, Chief Technology Officer for Purple Heart Services.

ABOUT RECRUITMILITARY RecruitMilitary connects employers, franchisors, and educational institutions with job seekers who have military backgrounds. All of the company’s owners, account executives, and search consultants are either veterans or active or former reservists. Drew Myers founded the company in 1998. RecruitMilitary has produced Opportunity Expos since 2006.

ABOUT PURPLE HEART SERVICES Purple Heart Services, a division of the Military Order of the Purple Heart Service Foundation, incorporates: Purple Heart Radio; its online school, Veterans Vocational Technical Institute, “Vet Tech”; Purple Heart Call Center; Purple Heart Tech Support; and additional online programs and services created to help disabled and combat wounded veterans with educational and employment opportunities nationwide.

Purple Heart Services provides pioneering programs and services to meet the needs of the combat-wounded and their families and prides itself on adapting quickly to modern-day challenges faced by veterans. For more information on Purple Heart Services visit PurpleHeartServices.com

The Military Order of the Purple Heart is a veteran service agency founded in 1932 for the protection

VETERANS NEWS BRIEFSand mutual interest of all who have received the Purple Heart decoration. The decoration is awarded to members of the armed forces of the United States who are wounded by an instrument of war in the hands of the enemy and posthumously to the next of kin in the name of those who are killed in action or die of wounds received in action.

OPPORTUNITY EXPO VENUES FOR 2010 RecruitMilitary Opportunity Expos will take place in 36 venues in 2010: Atlanta, Austin, Baltimore, Birmingham, Boston, Charlotte, Chicago, Cincinnati, Cleveland, Dallas, Denver, Houston, Indianapolis, Jacksonville, Kansas City, Las Vegas, Long Beach, Los Angeles, Miami, Nashville, New Orleans, New York, Norfolk, Oakland, Oklahoma City, Philadelphia, Phoenix, Pittsburgh, Portland, Raleigh, St. Louis, San Diego, San Francisco, San Jose, Tacoma, and Tampa.

MOBILE VET CENTERS EXPANDING OUTREACH, AVAILABILITY OF SERVICESWith 232 vet centers across the country, covering most major cities and metropolitan areas, VA provides access to counseling and benefits to thousands of veterans each day. But some veterans live beyond a reasonable drive to their nearest VA office and others are physically unable to make a trip, leaving these men and women with limited access to VA services—until now.

In keeping with its goal of finding new and better ways to serve veterans, VA has added a fleet of 50 mobile vet centers to increase outreach and expandthe availability of servicesto areas not currently beingreached by vet centers.

“Many vets don’t keep their appointments and oftendon’t get their prescriptions renewed because it’s such a drag to get there,” said Tim Beebe, Northeast regional manager for VA’s vet centers. “With mobile vet centers, we can reach areas we’ve never been tobefore.”

Mobile vet centers are large motor coaches, just shortenough to be operated without specialized licensing, that can carry VA counselors and veteran outreach workers to postdeployment and other events and activities, expanding the availability of services to areas that cannot conveniently access existing vet centers.

The cities that are hosting these mobile vet centers were chosen based on a stringent selection process designed to give access to care to as manyveterans as possible. Areas with a large rural population were given priority, as were areaswith many veterans living far away from medical centers and vet centers. Each vehicle is assigned a coverage area where it routinely operates, but if a vehicle is stationed in one area, and services are needed elsewhere, it can deploy and provide accessto veterans as needed. This will also allow mobilevet centers to travel to county fairs, Veterans Day events, parades, or any place veteransmay congregate. “It won’t be a 9-to-5 project,” said Beebe. “Thepeople we hired understand they will be working some evenings and weekends, whatever it takes to get to the events.”

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VETERANS NEWS BRIEFS

Each vehicle is assigned a routine coverage area, but can deploy to other locations as needed. Photo: Robert Turtil The mobile vet centers will also help out units returning from overseas deployments. Many National Guard units have small armories and do not have easy access to large VA medical centers or vetcenters. The mobile vet center will bring the care to them, assisting with VA’s outreach to Afghanistan and Iraq war veterans. “National Guard leadership is aware of the variousmobile vet centers, and the unit commanders are free to request a mobile vet center presence whenever it is convenient for them,” said Beebe.

VETERANS HEALTH ADMINISTRATION NAMED AARP TOP EMPLOYER FOR WORKERS OVER 50 The Veterans Health Administration has been namedby the American Association of Retired Persons as one of the 2009 Best Employers for Workers Over 50. The annual recognition program honors companies and organizations for best practices and policies addressing issues affecting the aging labor force.

A diverse group of more than 247,000 VHA clinical and administrative employees deliver qualityhealth care to veterans. Nearly half of VHA employees are over the age of 50.

Recipients of the AARP Best Employers for WorkersOver 50 designation are selected based on their exemplary policies and practices in meeting the needs of an aging workforce. Key areas of considerationinclude: recruiting practices; opportunities for training; education and career development; workplace accommodations; alternative work options, such as flexible scheduling, job sharing and phased retirement; employee health and pension benefits; retiree benefits; and age diversity of the workforce.

Joleen Clark, chief officer, VHA Workforce Management and Consulting, and Acting Under Secretary for Health Dr. Gerald Cross accept the AARP award. Photo: Robert Turtil

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MICROSOFT RECOGNIZED WITH FREEDOM AWARD

Office of the Secretary of Defense Cites Continued Commitment to National Guard and Reserve in Bestowing the Highest Recognition Given to U.S. Employers.

Joining 14 other companies from around the country, Microsoft Corp. was honored in Washington this past September by President Barack Obama and Secretary Robert Gates as a top supporter of the National Guard and Reserve. Microsoft, and its diverse set of companies, chosen from among a record 3,200 National Guard and Reserve member nominations of employers, received the 2009 Employer Support Freedom Award from the Office of the Secretary of Defense. Robert Youngjohns, president of Microsoft North America, accepted the award for Microsoft during an award ceremony held

at the Ronald Reagan Building and International Trade Center in Washington.

“There is no better way for Microsoft to salute our troops than to help take care of those in our employee family who serve faithfully in the National Guard and Reserve,” said Teresa Carlson, vice president of U.S. Federal Government Division at Microsoft. “We’ve found that our warrior-citizens hold superior skills in leadership, teamwork, discipline and grace under pressure, all of which are essential assets to strong organizations.”

President, Microsoft North America Sales and Marketing, Mr. Robert Youngjohns, receives the 2009 Freedom Award at a September 17 ceremony in Washington, DC. Pictured left to right, Assistant Secretary of Defense for Reserve Affairs Dennis M. McCarthy, Mr. Youngjohns, and Deputy Secretary of Defense William J. Lynn III. (Photo by Johnny Bivera)

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VE

Nominated by Tom Castellano, a technologist in Omaha, Neb., Microsoft was selected as a Freedom Award recipient for the broad support it provides to guardsmen and reservists. Benefits include providing National Guard and Reserve employees with differential pay between their military pay and Microsoft salary during deployments; continuing employee and enrolled family members’ medical and life insurance benefits during deployments; creating a military reservist council responsible for coordinating care packages to deployed employees overseas; providing a life-care guide to deploying service member employees and their families; and recognizing the military service of employees through newsletters, official Microsoft publications and public events.

The Freedom Award was instituted in 1996 under the auspices of the National Committee for Employer Support of the Guard and Reserve to recognize exceptional support from the employer community. The award is the highest recognition created and given by the U.S. government to employers for their outstanding support of their employees who serve in the National Guard and Reserve. It is the highest in a series of employer recognition awards given by the Department of Defense.

Ongoing CommitmentIn addition to its recognition at the Freedom Award ceremony, Microsoft’s commitment to those serving their country runs deep. Not only does the company provide broad benefits for active-duty military personnel, but several programs are in place to ensure ongoing support:

Microsoft has a rich community of Diversity Advisory Councils that are organized and run by employees, including Military Reservists at Microsoft and U.S.

Military Veterans at Microsoft. These groups provide support and community for Department of Defense leaders and guests visiting Microsoft, coordinate care packages to Microsoft employees and others assigned to active duty overseas, host tours of the Microsoft campus for the National Guard and Reserve troops on medical hold at Fort Lewis, Wash., and assist soldiers at the Walter Reed Army Medical Center in obtaining Microsoft certification. Microsoft has supported other corporations in starting similar affinity groups. To help facilitate job placement for returning American service members, Microsoft is a founding and charter member of the nonprofit group Hire America’s Heroes, with a mission to improve access to private-sector jobs for men and women exiting military service. Microsoft provides annual sponsorship funding and board leadership, and hosts events for the organization.

A WORLD OF OPPORTUNITYWe are the world’s largest ASME Authorized Inspection Agency. Although we are best known for our services as an AIA, we’ve leveraged experience gained over more than 136 years of operation to become an industry leader in a variety of engineering services fields.

Job opportunities are currently available at HSB Global Standards. Please visit our website for more information on current openings.

www.hsbglobalstandards.com

An Equal Opportunity Employer

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As one of the world’s foremost technology leaders, Raytheon takes on some of the most difficult challenges imaginable. Meeting those challenges requires a diversity of talent, ideas, backgrounds, opinions and beliefs. Diversity helps our teams make better decisions, build stronger customer relationships and feel more inspired, supported and empowered. It is both a catalyst and an essential advantage to everything we do.

Raytheon People

Innovation. Driven by Diversity.

www.rayjobs.com

We’re proud to feature Raytheon employees in our ads. To join them in a rewarding career, visit

© 2010 Raytheon Company. All rights reserved. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. Raytheon is an equal opportunity, affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required.

09RTN680_Div4_VetEntprise_Jan10.indd 1 12/10/09 9:08:58 AM

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“Our budget proposal provides the resources necessary to continue our aggressive pursuit of President

Obama’s two over-arching goals for Veterans,” said Secretary of Veterans Affairs Eric K. Shinseki. “First, the requested budget will help transform VA into a 21st century organization. And second, it will ensure that we approach Veterans’ care as a lifetime initiative, from the day they take their oaths until the day they are laid to rest.”

The $125 billion budget request, which has to be approved by Congress, includes $60.3 billion for discretionary spending (mostly health care) and $64.7 billion in mandatory funding (mostly for disability compensation and pensions).

“VA’s 2011 budget request covers many areas but focuses on three central issues that are of critical importance to our Veterans – easier access to benefits and services, faster disability claims

SETTING PRIORTITIESTo expand health care to a record

number of Veterans, reduce the

number of homeless Veterans

and process a dramatically

increased number of new disability

compensation claims, the White

House has announced a proposed

$125 billion budget for the

Department of Veterans Affairs.

SETTING PRIORTITIES

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decisions, and ending the downward spiral that results in Veterans’ homelessness,” Shinseki said.

Reducing Claims BacklogThe president’s budget proposal includes an increase of $460 million and more than 4,000 additional claims processors for Veterans benefits. This is a 27 percent funding increase over the 2010 level.

The 1,014,000 claims received in 2009 were a 75 percent increase over the 579,000 received in 2000. Shinseki said the Department expects a 30 percent increase in claims – to 1,319,000 – in 2011 from 2009 levels.

One reason for the increase is VA’s expansion of the number of Agent Orange-related illnesses that automatically qualify for disability benefits. Veterans exposed to the Agent Orange herbicides during the Vietnam War are likely to file additional claims that will have a substantial impact upon the processing system for benefits, the secretary said.

“We project significantly increased claims inventories in the near term while we make fundamental improvements to the way we process disability compensation claims,” Shinseki said.

Long-term reduction of the inventory will come from additional manpower, improved business practices, plus an infusion of $145 million in the proposed budget for development of a paperless claims processing system, which plays a significant role in the transformation of VA.

Automating the GI BillThe budget proposal includes $44 million to complete by December 2010 an automated system for processing applications for the new Post-9/11 GI

Bill. VA also plans to start development next year of electronic systems to process claims from other VA-administered educational programs.

The Post-9/11 GI Bill authorizes the most extensive educational assistance opportunity since the passage of the original GI Bill in 1944. Over $1.7 billion in regular Post-9/11 GI Bill benefit payments have been issued since the implementation of the program on Aug. 1, 2009. In 2011, VA expects the number of all education claims to grow by 32 percent over 2009, going from 1.7 million to 2.25 million.

“To meet this increasing workload and process education claims in a timely manner, VA has established a comprehensive strategy to develop industry-standard technologies to modernize the delivery of these important educational benefits,” Shinseki said. Eliminating HomelessnessThe budget proposal includes $4.2 billion in 2011 to reduce and help prevent homelessness among Veterans. That breaks down into $3.4 billion for core medical services and $799 million for specific homeless programs and expanded medical care, which includes $294 million for expanded homeless initiatives. This increased investment for expanded homeless services is consistent with the VA secretary’s established goal of ultimately eliminating homelessness among Veterans.

On a typical night, about 131,000 Veterans are homeless. They represent every war and generation, from the “Greatest Generation” to the latest generation of Veterans who served in Iraq and Afghanistan. To date, VA operates the largest system of homeless treatment and assistance programs in the nation.

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Targeting Mental Health, Preventing Suicides“The 2011 budget proposal continues the department’s keen focus on improving the quality, access and value of mental health care provided to Veterans,” Shinseki said.

The spending request seeks $5.2 billion for mental health, an increase of $410 million (or 8.5 percent) over current spending, enabling expansion of inpatient, residential and outpatient mental health services, with emphasis on making mental health services part of primary care and specialty care.

The secretary noted that one-fifth of the patients seen last year in VA’s health care facilities had a mental health diagnosis, and that the department has added more than 6,000 new mental health professionals since 2005, bringing to 19,000 the number of employees dedicated to mental health care.

The budget request will enable the department to continue expanding its programs for post-traumatic stress disorder (PTSD) and traumatic brain injury (TBI), along with the diagnosis and treatment of

“VA’s 2011 budget

request covers many

areas but focuses

on three central

issues that are of

critical importance

to our Veterans –

easier access to

benefits and services,

faster disability

claims decisions,

and ending the

downward spiral that

results in Veterans’

homelessness,”

Shinseki said.

Secretary of Veterans Affairs Eric K. Shinseki

VETERANS ENTERPRISE16

depression, substance abuse and other mental health problems. Shinseki called PSTD treatment “central to VA’s mission.”

The proposed spending will continue VA’s suicide prevention program. Since July 2007, the department’s suicide prevention hotline has received nearly 225,000 calls from Veterans, active-duty personnel and family members. The hotline is credited with saving the lives of nearly 7,000 people.

Reaching Rural VeteransFor 2011, VA is seeking $250 million to strengthen access to health care for 3.2 million Veterans enrolled in VA’s medical system who live in rural areas. Rural outreach includes expanded use of home-based primary care and mental health.

A key portion of rural outreach – which shows promise for use with Veterans across the country – is VA’s innovative “telehealth” program. It links patients and health care providers by telephones and includes telephone-based data transmission, enabling daily monitoring of patients with chronic problems.

The budget provides an increase of $42 million for VA’s home telehealth program. The effort already cares for 35,000 patients and is the largest program of its kind in the world.

Serving Women VeteransThe 2011 budget provides $217.6 million to meet the gender-specific health care needs of women Veterans, an increase of $18.6 million (or 9.4 percent) over the 2010 level. Enhanced primary care for women Veterans remains one of the Department’s top priorities. The number of women Veterans is growing rapidly and women are increasingly using VA for their health care.

Shinseki said the expansion of health care programs for women Veterans will lead to higher quality care, increased coordination of care, enhanced privacy and dignity, and a greater sense of security among women patients.

Among the initiatives for women in the 2011 budget proposal are expanded health care services in Vet Centers, increased training for health care providers to advance their knowledge and understanding of women’s health issues, and implementing a peer call center and social networking site for women combat Veterans. This call center will be open 24 hours a day, 7 days a week.

Delivering World-Class Health Care During 2011, VA expects to treat 6.1 million patients, who will account for more than 800,000 hospitalizations and 83 million outpatient visits.

The total includes 439,000 Veterans who served in Iraq and Afghanistan, for whom $2.6 billion is included in the budget proposal. That’s an increase of $597 million – or 30 percent – from the current budget.

The proposed budget for health care includes:• $6.8 billion for long-term care, an increase of $859 million (or 14 percent) over 2010. This amount includes $1.5 billion for non-institutional long-term care; • Expanding access to VA health care system for more than 99,000 Veterans who were previously denied care because of their incomes;• $590 million for medical and prosthetic research; and • Continuing development of a “virtual lifetime electronic record,” a digital health record that will accompany Veterans throughout their lives.

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VA is requesting $54.3 billion in advance appropriations for 2012 for health care, an increase of $2.8 billion over the 2011 enacted amount. Planned initiatives in 2012 include better leveraging acquisitions and contracting, enhancing the use of referral agreements, strengthening VA’s relationship with the Defense Department, and expanding the use of medical technology.

Preserving National Shrines“VA remains steadfastly committed to providing access to a dignified and respectful burial for Veterans choosing to be buried in a VA national cemetery,” Shinseki said. “This promise requires that we maintain national cemeteries as shrines dedicated to the memory of those who served this nation in uniform.”

The requested $251 million for cemetery operations and maintenance will support more than 114,000 interments in 2011, a 3.8 percent increase over 2010. In 2011, the department will maintain 8,441 acres with 3.1 million gravesites. The budget request includes $37 million to clean and realign an estimated 668,000 headstones and repair 100,000 sunken graves.

“The 2011 budget proposal

continues the department’s

keen focus on improving

the quality, access and

value of mental health

care provided to Veterans,”

Shinseki said.

Building for the Future$1.15 billion requested for major construction for 2011 includes funding for medical facilities in New Orleans; Denver; Palo Alto, Calif.; Alameda, Calif.; and Omaha, Neb. Also budgeted for 2011 are major expansions and improvements to the national cemeteries in Indiantown Gap, Pa.; Los Angeles; and Tahoma, Wash., and new burial access policies that will provide a burial option to an additional 500,000 Veterans and enhance service in urban areas.

A requested budget of $468 million for minor construction in 2011 would fund a wide variety of improvements at VA facilities. VE

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CHANGING HELMETSCHANGING HELMETS

The American veteran faces one of the toughest job markets in decades. Despite high-level training, their military experience often doesn’t translate into highly skilled civilian jobs.The unemployment rate for veterans is three times higher than the national average. Even with the current economy, welding-oriented companies continue to search tirelessly for skilled welders who are reliable and committed. As a solution to both of these problems, the United Association of Journeymen and Apprentices of the Plumbing and Pipefitting Industry (UA) launched its Veterans in Piping program.

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Returning veteran Moses Zamora, 22, always wanted to become a welder. “I took welding in high school,” he said.

“I’ve always wanted to do welding or anything close to it. In fact, I joined the military because I thought it could lead into welding. But, they put me where they needed me.”

Moses was 18 years old when he entered the Marines, and during his service he has been stationed in Guam, Singapore, Kuwait and Iraq. Near the end of his military duty, he entered the United Association’s Veterans in Piping (VIP), a 720-hour training course which assists members of the military in transitioning to civilian life and careers. The program includes 16 weeks of accelerated welding training. “The UA is especially happy that we could help fulfill Moses’ longtime career goal,” said Mike Arndt, Director of Training for the United Association. “Returning veterans need to rebuild their civilian lives. We look forward to helping more heroes like Moses to enter rewarding new careers.” Moses participated in the UA VIP Program at Camp Pendleton, CA, and then relocated to Houston, TX, where he joined UA Local Union (LU) 211. VIP participants usually start as second-year union apprentices, so Moses had a head start on his new career. Work performed by UA members includes installing and servicing piping systems, plumbing fixtures, heating, air conditioning and ventilation systems. “Moses puts his all into everything he does,” said Anne St. Eloi, Special Representative for the United Association, who organizes the UA VIP

Program. “He has a great attitude and I know he will go far in his new line of work.” “Returning veterans like Moses make excellent employees,” said Kenneth Edwards, Business Manager with LU 211. “Moses is a self-starter with ambition, and he is very appreciative of everything the UA has done for him.” “When I met Moses, he was very polite and respectful,” said Brian Edwards, Business Agent with LU 211. “He came to us as a second-year apprentice, which gave him priority, so we were able to put him to work right away. He’s now doing work for the Letsos Company Mechanical Contractors, one of our biggest contractors.” Brian Edwards noted that Moses has an ideal work ethic, thanks to his time with the Marine Corps. “Moses is a wonderful team player,” he said. “We are 100 percent behind everything that the UA VIP Program does.” “An All-Around Good Guy” Ricky Weaver, General Piping Superintendent with Letsos Company Mechanical Contractors, is the one who hired Moses and he is pleased with that decision. “Right now he’s on our special project crew,” Weaver said. “Moses picks up skills quickly and is an all-around good guy. I’d be very happy if all future apprentices had his talents and strong work ethic. When it comes to welding, that’s where he shines. He’s as good as some of the journeyman welders.” So far Moses has worked on welding projects for malls and colleges. “I’ve worked on a lot of pipes for AC systems – in Texas, the AC runs a lot!” Moses said.

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Moses is married to Celeste, 24, and has three children – son Elijah, 6, and daughters Delilah, 4, and Mariah, 2. While he enjoys welding, he doesn’t plan on doing it the rest of his life. He plans on becoming a business manager at a local union. Also, he enjoyed his training at Camp Pendleton and thinks that someday, he might return to California and do training for the UA VIP Program.Moses enjoyed military life and now feels that he fits right in with union life. “In military life, you didn’t always talk to higher ranking personnel,” he said. “But in the union, that isn’t a problem.

Everyone is willing to help at every level, and people say, ‘If you need anything, just come and let me know.’” When it came time for Vanessa Redford, 30, a Lance Corporal in the Marines, to return to civilian life, she worried about what kind of career the future held for her. “For me, the military used to be the ultimate job,” she said. “In the civilian world, they might fire you or lay you off, and that doesn’t happen in the military. I would be losing that job security.”

Moses Zamora receiving his diploma at his recent graduation from the UA Veterans in Piping Program

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Then she heard about the United Association Veterans in Piping program. “I was interested, so I went and took the tests,” she said. “It was a very rigorous test – regular military enlistment questions aren’t as hard. But it was all worth it. Not very many women go into welding, so I feel like a real trailblazer.” Vanessa passed the tests and went on to receive VIP Program training from the UA in Lacey, WA. Work performed by UA members includes installing and servicing piping systems, plumbing fixtures, heating, air conditioning and ventilation systems. “I like putting things together,” Vanessa said, “and working in construction is great. The best thing about being with the union is, they have a big network and help in finding work, so I don’t have to worry about my future.” “Here at the UA, we are pleased that Vanessa is enjoying her new life,” said Mike Arndt, Director of Training for the United Association. “Like all of our returning veterans, she is an American hero who deserves a rewarding career and a sense of security in her future.” “Vanessa is a true role model for today’s young women,” said Anne St. Eloi, Special Representative for the United Association, who organizes the UA VIP Program. “She went from the Marines to the construction industry, forging a pathway of success along the way.” 95 PERCENT PERFECT After Vanessa graduated from the UA VIP

Lance Corporal Vanessa Redford says “Not very many women go into welding, so I feel like a real trailblazer.”

Program in Lacey, WA, she went on to work with the VIP Program in Camp Pendleton, CA, for a week. During her training, she perfected a number of welding techniques, receiving four welding certifications. “The work is X-rayed to check for flaws,” Vanessa said, “and it has to be 95 percent perfect to pass testing.” After training was completed, Vanessa relocated to Georgia. She now lives in Douglasville and has been working for B&W Mechanical in Norcross since July 1, 2009. She belongs to the

VETERANS ENTERPRISE23

Local Union (LU) 72, the regional chapter of the UA. Vanessa liked that the union is similar in structure to the military. “The union has a job steward, a foreman, and other positions, just like military rank,” she said. “The system is set up so there is never any mix-up on who does what.” “When Vanessa came out to Atlanta, the first thing she did was enroll in our apprenticeship program,” said Cajun Seeger, Welding Director of LU 72. “Since then, she has been putting in a lot of overtime at our brand-new welding training center, the Mechanical Trades Institute Welding Technology Center in Lithia Springs, GA. The center is exclusively for welding training and certification and our plumbers, pipefitters and service technicians take classes there.” Seeger noted that every break Vanessa gets, she comes to the center to brush up. “She comes in after work to hone her welding skills,” he said. “The center is open five days a week, 7:30 a.m. to 4 p.m., with full-time welding instructors. On Wednesdays and Thursdays, the center is open until 8 p.m., and between those two nights, Vanessa can put in eight hours of extra training a week.”

VETERANS ENTERPRISE24

“Welding is a career line I would encourage women to pursue,” said George Head, Business Manager of LU 72. “It pays well and it’s steady work. Vanessa is working in a fabrication shop, where they prepare pre-fab pipe for job sites. It cuts down on the field cost, since the more that’s done before the work gets to the field, the better.” “Vanessa’s the first participant with the UA VIP Program we’ve worked with, and she’s certainly lived up to the billing,” said Abraham Mack, Labor Coordinator for B&W Mechanical. “She has a great willingness to learn and a positive attitude. She has a great future ahead of her.”

Left to right: Vanessa Redford (graduate), UA President William Hite, Moses (graduate) and wife Celestina Zamora, Jake Otten (graduate) and wife Liz Otten pose for a photo after completing their training.

WHY THE PROGRAM IS SO IMPORTANTThe Bureau of Labor Statistics (BLS) states that the average construction worker is 47 years old, and the construction field will need to attract 240,000 workers each year to replace those retiring or leaving the workforce. BLS statistics also reveal that 450,000 welders will be needed nationwide by 2014. Today’s returning service members should be given the opportunity to become the welders of tomorrow. That is why William P. Hite, General President of the UA, started the UA VIP Program. To learn more about the program, visit the UA VIP website.

VETERANS ENTERPRISE25

FREQUENTLY ASKED QUESTIONS: Are There Any Eligibility Standards to Apply? Eligibility varies based on the standards set by each individual local union. In most cases, you must be at least 18 years of age, have an honorable discharge, have a high school diploma or equivalent, pass a drug test, conduct an interview and be physically fit to perform work. Is there an age limit for applying? No, there are no age restrictions for applicants.

What is a Union? Are You a Union-only Program?A union is an organization of workers joined together for a common purpose, for mutual aid and protection, to engage in concerted activity and collective bargaining, to elevate their conditions of life and labor; an organization by which ordinary people do extraordinary things. And yes, UA VIP is a Union-only program.

What are the Benefits of Joining a Union?Once you become a member in a United Association local union and you work hard, you will be entitled to a future with high pay, great medical insurance and one of the best pension plans in the nation. The UA Training Programs are high quality, and held in high tech training centers with programs that are recognized by Regional Education Certifying Councils and Boards. This educational certification qualifies the UA program to receive funding through the Montgomery G.I. Bill or various state, National Guard or Reserve educational funding programs. The G.I. Bill and some state programs normally pay qualified apprentices a monthly stipend in addition to their earned wages. Rates will vary depending on type of service and length of training and are published on their website.

How Long Does it Take for me to Get a Job?The pace of the hiring process is determined by the local union. Manpower needs generally dictate the

size and number of apprenticeship classes per year. In some states, through “Direct Entry”, some local unions may be able to take in a veteran at any time.

What is an Apprenticeship?An apprenticeship is a mixture of classroom instruction and on-the-job training. Similar to a typical college, you would spend around four years receiving instruction and then graduate to become a Journeyman. Often times, you can get credit from your military experience to enter at an advanced level. You also get paid for your work while on the job.

What is Direct Entry?The implementation of a statewide direct entry program gives former and active military personnel the opportunity to quickly start quality construction careers soon after they apply for them. Once the state proclamation is signed, it allows all JATCs and locals (at their discretion) to immediately accept these men and women into their apprenticeship programs and provide them with credit for their military training and experience. Direct entry language can also be implemented on an individual local level.

How does the program work in relation to existing programs such as Helmets to Hardhats and Hire a Hero?The UA Veterans In Piping program was set up to compliment existing programs that place veterans into construction careers. We are active participants with any and all programs that give back to our veterans. Through the UA VIP program, we are simply expanding our ability to reach out to these potential candidates. This dedicated website also allows us to further elaborate on the career opportunities that are available within the UA. VE

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HE REALLY DOES WANT

YOU!

Initiative Would Transform Federal Government into Model of

Veterans Employment

WHITE HOUSE LAUNCHES NEW INITIATIVE TO HIRE VETERANS

The White House

announced the launch

of an initiative that is designed

to transform the federal government into the model

employer of America’s veterans.

VETERANS ENTERPRISE28

“Honoring our sacred trust with America’s veterans means doing all we can to help them find work when they come home so they never feel as if the American Dream they fought to defend is out of reach for them and their families,” said President Obama. “But this initiative is about more than repaying our debt for their courageous service and selfless sacrifice. It’s also about continuing to fill the ranks of federal employees with men and women who possess the skills, dedication, and sense of duty that Americans deserve from their public servants. And few embody those qualities like our nation’s veterans.” The Executive Order creates an interagency Council on Veterans Employment that will advise the

President and the Director of the Office of Personnel Management on the veterans’ employment initiative. The Council will be chaired by Secretary of Labor Hilda Solis and Secretary of Veterans Affairs Eric Shinseki. OPM Director John Berry will serve as the Vice Chair and Chief Operating Officer of the Council.

“Veterans have shown unmatched dedication to public service,” said Secretary Shinseki. “They offer leadership and technical skills that are in high demand, whether in the public or private workforce. Not only does this initiative present an opportunity for Veterans to serve their Nation once again, the Nation will benefit from the education and training Veterans received in the Armed Forces. I am looking forward

President Barack Obama signs an executive order on the employment of veterans in the federal government, in the Oval Office, Nov. 9. (Official White House Photo by Pete Souza)

VETERANS ENTERPRISE29

Rehrig Pacific is a world-leading manufacturer of reusable

plastic pallets and crates for handling and transporting

commercial products, manufactured goods, produce, food

and beverage products, and more. We help thousands of

businesses move their products more efficiently through

the supply chain. An international company with licensees

worldwide, Rehrig Pacific offers an ever-expanding line

of transport packaging products, such as our new export

pallet, and logistical services for industry.

In addition, Rehrig Pacific also manufactures a full line of

roll-out carts and recycle bins for the curbside collection

of household waste and recyclables, and commercial

containers and litter bins for automated refuse and

recylables collection. Private haulers and municipalities

alike enjoy the many advantages of using Rehrig Pacific

collection containers and distribution services.

To learn more about us or to explore careers

with Rehrig Pacific, visit us online.

www.rehrigpacific.com

An Equal Oppprtunity Employer Committed to Diversity

VETERANS ENTERPRISE30

to working with Secretary Solis and Director Berry to achieve the objectives of this initiative across the federal government.”

“Veterans are an important part of our nation’s past, present and future. They deserve our full support as they reintegrate into the civilian workforce,” said Secretary Solis, “In signing this Executive Order, President Obama underscores his Administration’s commitment to our military men and women, and keeps us squarely on the path to achieving the goal of good jobs for everyone.”

“President Obama strongly believes in honoring the service of our veterans and he sees this initiative as an opportunity to put some real muscle behind that promise,” said Director Berry. “The strong sense of patriotism and public service held by members of our armed forces doesn’t leave them when they exit from active duty. It benefits our government to seize this opportunity to utilize their skills and dedication to service. The Veterans Employment Initiative will help our federal agencies identify qualified veterans, clarify the hiring process for veterans seeking employment with the federal government, and help our veterans adjust to civilian life once they are hired.”

The Order also establishes a Veterans Employment Program office within most federal agencies. These offices will be responsible for helping veterans

identify employment opportunities within those federal agencies, providing feedback to veterans about their employment application status, and helping veterans recently employed by these agencies adjust to civilian life and a workplace culture often different than military service.

In addition, the Office of Personnel Management will issue a government-wide strategic plan that will focus on creating leadership commitment and an infrastructure in each agency to promote continued skills development and employment success for veterans. The strategic plan will also include marketing strategies aimed at agency hiring managers as well as veterans and transitioning service members.

“This Executive Order reflects the shared commitment across the Obama administration to hiring American veterans,” said Secretary Napolitano. “Veterans play a vital role in the Department of Homeland Security’s mission to protect the nation, which is why we have pledged to grow our veteran workforce to more than 50,000 Department-wide by 2012.”

At the end of Fiscal Year 2008, there were approximately 480,000 veterans working within the federal government.

For more information visit www.fedshirevets.gov.

“Honoring our sacred trust with America’s veterans means doing

all we can to help them find work when they come home so they

never feel as if the American Dream they fought to defend is out of

reach for them and their families.”President Barack Obama, 11/9/09

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Work Here. Fly Anywhere.www.skywest.com/careers

the journey begins here

VETERANS ENTERPRISE32

When retired Army Maj. Ed Pulido was medically evacuated from Iraq in August 2004, he knew tough challenges were ahead, as he’d have to learn to live without his left leg.

But as he sat in his hospital bed at Brooke Army Medical Center on Fort Sam Houston, Texas, he began to realize that recovering from his physical disability was only a small part of that challenge.

“When my leg was taken away … I sat in the hospital bed not knowing what was happening to me mentally,” said Pulido, who medically retired after a 19-year Army career. “I remember those three weeks at Brooke where I thought about the fact that

as positive as I am, I hit that dark place, and those hidden wounds were the ones that would cripple me at times when I just didn’t understand.”

Post-traumatic stress had taken form, and depression and anxiety began to take their toll. Suddenly, suicidal thoughts began to surface, the Oklahoma native said.

Pulido shared the story of his struggles with an audience of more than 1,000 military and other government agency health-care workers and officials gathered in Washington DC for the 2nd Annual Suicide Prevention Conference sponsored by the Defense and Veterans Affairs departments.

Veteran Gives Insight on Suicide PreventionBy Army Sgt. 1st Class Michael J. Carden

TURNING DARKNESS

INTO LIGHTTURNING DARKNESS

INTO LIGHT

VETERANS ENTERPRISE33

The weeklong conference began on Jan. 11 through the 14th to give department health-care professionals insight to each organization’s programs and best practices in suicide prevention. Nearly 100 veterans who’ve experienced suicidal thoughts, such as Pulido, are expected to share their stories of survival.

During his initial weeks of recovery from his Oct. 1, 2004, amputation surgery, Pulido had plenty of time

to think, he said. He often thought about the day his Humvee was struck by a roadside bomb, the Soldiers who saved his life and how his Army career abruptly came to an end. Also, he said, he found joy in his wife and young daughter, but was troubled with how he would support them.

“I didn’t know how I was going to provide for my Family, and that was the hardest thing for me to struggle with as I began this journey,” he said. “When they took my leg, they took so much away.”

Still, the darker days of combat in Iraq were behind him. However, the images of death and destruction, as he described it, lingered in his mind, and he soon realized they always would, he said.

Other reminders came to him during his rehabilitation, but not because he was learning to walk with a prosthetic leg. He was surrounded by other servicemembers learning to deal with their injuries, and as he watched them struggle, he worried that their sacrifice and service to the nation

“Challenge is sitting on the battlefield almost losing my life,” he said. “Triumph is taking the first step after amputation, and change is living with the dark wounds of war and learning that with the right support systems in place, I can truly have a great life.

VETERANS ENTERPRISE34

would be forgotten, he said.

“We have to care for them when they come back from war and make sure they are not forgotten,” he said of his fellow wounded warriors.

Pulido stressed that his is just one of many stories. He reminded the audience of the importance of their support in making veterans’ lives successful after returning from war. And although their lives have changed, he said, chaplains, counselors and health-care providers do well to show veterans that there’s still much to live for.

Because of the care of his providers, Family, and with spiritual faith, Pulido began his journey of “challenge, triumph, and change,” he said.

“Challenge is sitting on the battlefield almost losing my life,” he said. “Triumph is taking the first step after amputation, and change is living with the dark wounds of war and learning that with the right support systems in place, I can truly have a great life.

“This conference is what it’s all about. … Together, we can come together to bring change to how we take care of our servicemen and women,” he said.

Pulido now spends much of his time advocating for wounded veterans, specifically in the areas of mental health and ortho-prosthetic technology.

The intervention he experienced helped to put him on the path to recovery and became his building block for understanding the mental wounds of war, he said. Through his work, he added, Pulido hopes to ensure mental health advocacy leaves no one behind on the battlefield.

Ed Pulido is now the Senior Vice President of Development for the Folds of Honor Foundation. Major Pulido received his Degree in Military Science, Marketing, Criminal Justice Administration and Logistics Management/Human Relations while serving in the U.S. Army Reserves and ROTC Program. For his heroism and valor in service to his country, the President of the United States awarded him the Bronze Star Medal, Purple Heart, Meritorious Service Medal, Joint Service Commendation Medal, and Joint Service Achievement Medal. Major Pulido’s story of courage has been featured in Time Magazine, Fox News, CNN and all the local Oklahoma City television stations and newspapers. Since his amputation, Major Pulido has been a staunch advocate for individuals with disabilities. He is spearheading an effort in Oklahoma to provide benefits counseling for other soldiers who have experienced life-changing injuries and amputations through a new program he helped develop called Heroes Helping Heroes Support Network. He has received countless awards including the prestigious Disabled American Veteran of the Year Award, the Hero’s award from the American Red Cross, the Reaching Our City Award and the prestigious Tuskahoma Brown Miller Award for his outstanding leadership.

MAJOR PULIDO TODAY

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VETERANS ENTERPRISE35

JACOBS is creating the world of tomorrow as one of the largest providers of architecture, engineering, construction, and other professional technical services. Jacobs Technology, a wholly-owned subsidiary of Jacobs Engineering, is a worldwide leader in providing advanced engineering and technical services for government and industry.

jacobstechnology.com

The Metropolitan Police Department, City of St. Louis, Missouri is an Equal Opportunity Employer

FOR INFORMATION ON COMMISSIONED AND CIVILIAN CAREER OPPORTUNITIES, VISIT:

www.slmpd.org/hr/index.htm

Should you have additional questions concerning employment opportunities you may call 314-444-5615.

If you are interested in a position as a police officer

please request to speak to a Recruiter.

If you are interested in a civilian position please ask for a Human Resources Assistant.

VETERANS ENTERPRISE36

TOP COMPANIES FOR

VETERANSMillions of Military Veterans are Actively Seeking Civilian

Employment. Where Will They Find Jobs and What Companies

Actively Search for Veterans and Reservists?By Richard Chudy

VETERANS ENTERPRISE37

According to data collected during the 2000 U.S. census, the U.S. population was comprised of 208.1 million civilians

aged 18 and older. Nearly 26.4 million of them were veterans. Vietnam era vets represented the largest veteran population at 8.4 million with World War II veterans taking the second position at 5.7 million. The 2000 Census also indicated that the racial makeup of veterans is starting to more closely resemble the population as a whole. The percentage of adult civilians who are White and not Hispanic was about 72 percent in 2000, while the White non-Hispanic proportion of veterans was more than 10 points higher, at almost 83 percent. However, among veterans 18 to 64 years old, White non-Hispanics made up 79 percent. The second largest veteran population, composed of Black or African Americans, made up 12 percent of the veterans aged 18 to 64, but less than 6 percent of veterans aged 65 and over. Black or African Americans represented 9.7 percent of the veteran population. Slightly more than 11.0 percent of the general population was Black or African American. The number of female veterans has been increasing. Although the 1.6 million women veterans made up only 6 percent of the total veteran population in 2000, the percentages of women veterans from recent time periods is higher. Nearly 10 percent of veterans who served from May 1975 to August 1980 and 13 percent of those who served from September 1980 to July 1990 were women. In the most recent period of service, August 1990 or later, more than 15 percent were women.

Economically speaking, Poverty rates were low among veterans for every period of service. Overall, 5.6 percent of veterans lived in poverty in 1999, compared with 10.9 percent of the U.S. adult population in general. However, the youngest veterans, those who served in August 1990 or later, were among the most likely to be poor, with a poverty rate of 6.2 percent. The same age group also has the highest rate of unemployment amongst vets, often exceeding national unemployment rates in communities with above average numbers of young veterans. These numbers are sure to rise as the current administration works to bring back the majority of troops deployed in Iraq within the next year. Why are these numbers important? Lots of reasons, but for this article we’ll be focusing on how they relate to employment. Specifically, we’ll look at a few companies that are well ahead of the pack when it comes to employing and empowering veterans.

The U.S. population includes

approximately 26 million miltary

veterans. Of those, estimates are

that nearly 20% of them are un-

employed or under-employed.

With an additional 200,000 troops

scheduled to return to civilian

life in the next year, finding jobs

is at the top of the list for most

transitioning military personnel.

VETERANS ENTERPRISE38

These companies go beyond traditional recruitment efforts in the hiring of veterans. And they realize by doing so, not only are they improving the lives and futures of those who served but they’re also recruiting from perhaps the most diverse pool of applicants out there today. SCHNEIDER NATIONALTrucking is often a perfect fit for transitioning and former military personnel. Military operations entail a great deal of transport services. Truck drivers and fleet maintenance personnel within the military receive significant training making them desirable candidates for jobs within the industry. Many transport companies hire vets, but none stands out more for their dedication to the veteran community than Schneider National, Inc. Schneider National has a long, proud history of supporting the U.S. military. In 1935, Al Schneider, a long-time member of the Wisconsin National Guard, sold the family car to buy his first truck. As Schneider’s business increased, so did his need for quality drivers, and he began to recruit fellow Guard members. More than seventy years later, Schneider National continues to approach Guard members, reservists and veterans with career opportunities.

“Schneider National recognizes that individuals with military backgrounds are dedicated, goal-oriented team players who get the job done,” says Erin Elliot, public relations counselor for Schneider National. “They also

have phenomenal leadership skills. Quality associates who possess these characteristics have allowed our company to grow and thrive for 75 years.” Schneider National has utilized many resources to attract and recruit veterans and reservists including the U.S Army PaYS and ROTC PaYS programs, the Army Reserve Employer Partnership and the U.S. Army’s Wounded Warrior Program, to name a few. “Former military have, and will always excel at Schneider National,” said Mike Hinz, vice president of driver recruitment and a retired U.S. Army Reserve lieutenant colonel. “The

Don Schneider, chairman emeritus of the Schneider National Board of Directors.

VETERANS ENTERPRISE39

Schneider National Headquarters in Green Bay, Wisconsin

drive, tenacity and desire to succeed that deliver success in the military are the same traits that keep Schneider at the top of our industry. We remain committed to hiring those who possess traits and values similar to ours and have served or continue to serve our country.” What is most impressive about SN’s outreach to the veteran and reservist community is the high percentage of vets working within the company. Of its 17,500 employees, a staggering 25% of SN employees have military backgrounds. More impressive are the numbers of vets and reservists that hold upper and middle management positions. Nineteen members of upper management, or 17%, are veterans. Middle management is made up of 118 veterans, 14% of the company’s middle management ranks.

When contrasted with the 12.7% of the total U.S. population (18 years or older) that have military backgrounds, SN employs nearly double that percentage of veterans or reservists. Include the fact that both upper and middle management percentages also best the 2000 U.S. census numbers and you have a company that sets the standard for veteran employment.

“Schneider National recognizes that individuals with military backgrounds

are dedicated, goal-oriented team players who get the job done.”

VETERANS ENTERPRISE40

SPRINTDedication and commitment to recruiting military veterans and reservists starts with how a company goes about handling the challenge. According to Corporate Communications representative at Sprint, Lisa Ketteler, Sprint has a dedicated point of contact within its recruitment organization that manages its military recruitment strategy and process. A key component of success includes a partnership with the employee resource group Veterans and Employees helping others through Sprint (V.E.T.S). This enables Sprint to expand its reach to the military community and their families, through the use of special outreach programs, advisory services and grassroots networking. The group has more than 700 current members spanning 45 states, Germany and Puerto Rico, making it one of Sprint’s fastest-growing employee resource groups. This veteran-focused group provides its members with unique professional-development and mentoring opportunities. Members also work to provide Sprint employees with cultural events that

The 4G Personal Hotspot is just one of the many wireless devices Sprint markets.

recognize past and present members of the armed services and Sprint’s military veterans. The V.E.T.S. organization utilizes Sprint’s employee referral program for fellow military talent. In addition, Sprint also utilizes various electronic recruiting methods including Hire-a-Hero, LinkedIn, Military.com, and targeted e-mail campaigns to name a few. Sprint utilizes several recruiting initiatives for tapping into the military talent pool. This includes increasing the visibility of military applicants for recruiters; ensuring that this is part of recruiters’ daily processes when sourcing talent for available positions. Through the use of online networking forums/tools specific to a military audience, Sprint is raising its brand visibility and creating a channel by which these applicants can learn about the company’s available positions. Additionally, Sprint is looking for ways to leverage its successful college recruitment activities in reaching campus military groups, as well as building and maintaining strong relationships with military career service centers.

VETERANS ENTERPRISE41

Sprint continues to re-energize its employment brand as a “military employer of choice” to attract personnel transitioning out of military service. Sprint continues to evaluate participation in military job fairs and recruiting events to identify possible matches where talent can be tapped to fill open positions. “Military hires tend to exhibit the core competencies expected of Sprint employees, including service before self, ability to adapt to changing environments, ability to perform under pressure, leadership, integrity, attention to detail, strong follow-through, as well as being process-improvement oriented,” says Ketteler. “Sprint acknowledges that many of these skills are learned in the military, and are applicable to Sprint’s corporate environment.” “We believe military veterans and their families’ share many of the same values on which the company was founded and continues to embrace. Veterans gain valuable leadership and management skills during their military service, which they in turn bring to Sprint, helping to build an even stronger company.” Corporate citizenship plays a role in Sprint’s hiring of veterans. Sprint recognizes the diversity represented by veterans and reservists and finds that drawing from this pool of applicants helps Sprint meet its strategic workforce objectives. “By cultivating a diverse pool of talent in our workforce” Ketteler remarked, “Sprint is better able to serve its diverse customer base. Hiring managers have historically provided positive feedback indicating military hires tend to have a high level of performance and demonstrate a

strong commitment to the organization. Sprint not only has a proud history of commitment to military hiring, but also has ongoing efforts in place to build upon this success.” Sprint currently employs approximately 2,500 military veterans and reservists.

UNION PACIFICUnion Pacific developed programs specifically for new hire veterans or returning reservists to help them effectively manage the effects of post traumatic stress disorder. In addition, Union Pacific has been recognized for its generous support of employees on active duty through the company’s differential pay, continuation of benefits, family support, etc., by receiving the prestigious Freedom Award from the Department of Defense and Employer Support of the Guard and Reserve (ESGR).

“Military hires tend to exhibit the

core competencies expected of

Sprint employees, including service

before self, ability to adapt to

changing environments, ability to

perform under pressure, leadership,

integrity, attention to detail, strong

follow-through, as well as being

process-improvement oriented.”

VETERANS ENTERPRISE42

Like many large companies, Union Pacific does not require all employees to disclose veteran status, however, conservative estimates indicate that a full 15% or more of Union Pacific employees have some type of military background. Prior to the recession that placed severe restrictions on growth and hiring, Union Pacific was on a hiring spree. During that time period Director of Corporate Communications, Tom Lange, says the company was hiring veterans at a pace that placed them at 25% or more of new hires. Currently, Union Pacific is back in the hiring

mode with more openings expected as the year progresses. “We are currently looking to fill 12 diesel electrician positions in southern California,” says Lange, “and we may need to hire as many as 100 more diesel electricians at 10 different locations in the latter part of 2010.” Veterans have a unique ability and background that make them ideal candidates for those positions, as well as many other career paths with Union Pacific. Those veterans whose military careers involved working with heavy

Union Pacific locomotive - As of January 1, 2008, UP has 8,595 locomotives on its active roster.

VETERANS ENTERPRISE43

equipment and machinery already have skills that are highly sought after by Union Pacific. Lange goes on to say, “Many military veterans come to Union Pacific having already experienced working on a team that involves staffing 24 hours per day and 365 days per year, and physical and outdoor work in a safety-sensitive environment.” “Military veterans make great employees because they typically are goal-oriented, bring a strong work ethic, excellent training and a world-view that strengthens Union Pacific at all levels,” he adds. “We value the commitment, training and diversity that our armed forces bring to the workplace.” So there you have it. Three companies that set new standards in veteran recruiting, training and retention. All three are proud of their hiring practices and are constantly looking for new ways to effectively increase their outreach. And all three do so knowing that their businesses will benefit by increasing the number of veterans they employ.

“We are currently looking to fill

12 diesel electrician positions in

southern California,” says Lange,

“and we may need to hire as many

as 100 more diesel electricians at

10 different locations in the latter

part of 2010.”

HOW TO REACH THESE COMPANIES:

SCHNEIDER NATIONAL, INC. Corporate HeadquartersP.O. Box 25453101 South Packerland DriveGreen Bay, WI 54306-2545(920) 592-2000(800) 558-6767

FOR JOB OPPORTUNTIES ONLINE: http://www.schneiderjobs.com SPRINT Corporate Headquarters 6200 Sprint Parkway KSOPHF0102-1B304 Overland Park, KS 66251 (800) 829-0965 FOR JOB OPPORTUNITIES ONLINE: http://about.sprint.com/careers UNION PACIFIC RAILROAD Corporate Headquarters 1400 Douglas StreetOmaha, NE 68179 (402) 544-5000(888) 870-8777 FOR JOB OPPORTUNITIES ONLINE:http://www.unionpacific.jobs

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AD

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COMPANIES SUPPORTING VETERAN HIRIING AND OUTREACH

84 Lumber PAGE 5

Acushnet PAGE 5

Amalgamated Sugar PAGE 17

American Pacific Corporation PAGE 35

Benjamin Moore PAGE 2

Bristol-Myers Squibb PAGE 9

CareerBuilder PAGE 9

California Highway Patrol PAGE 18

City of Hollywood, FL PAGE 17

Covance PAGE 46

CR Bard PAGE 3

E&J Gallo PAGE 5

Giles & Ransome PAGE 35

Golden Corral PAGE 17

HSB Global Standards PAGE 11

Jacobs Technology PAGE 35

Los Angeles County Fire PAGE 44

Nixon Peabody PAGE 47

Oshkosh Corporation PAGE 48

Raytheon PAGE 12

Rehrig Pacific PAGE 29

SkyWest Airlines PAGE 31

St. Louis Metro PD PAGE 35

ThermoFisher Scientific PAGE 16

Vanasse, Hangen, Brustlin, Inc. PAGE 9

VETERANS ENTERPRISE46

VETERANS ENTERPRISE47w w w . n i x o n p e a b o d y . c o m

Diversity at workAt Nixon Peabody, our commitment to diversity is one of our core values. Our firm is made up of a diverse group of lawyers and professionals whose demographics mirror those of the communities in which we live and work. We believe a diverse environment is a rich environment where an open, inclusive atmosphere benefits everyone within it. Our supportive work culture not only makes the firm more interesting and stimulating, it also enables us to respond with greater agility to the challenges faced by our clients in a diverse, multicultural world.

VETERANS ENTERPRISE48