He says im too accomadating

Recent veterans report high rates of service-connected disabilities (i.e., disabilities that were incurred in, or aggravated during, military service).[1] About twenty-nine percent of recent veterans report having a service-connected disability, as compared to about thirteen percent of all veterans.[2] Common injuries incurred by these veterans include missing limbs, burns, spinal cord injuries, post traumatic stress disorder (PTSD), hearing loss, traumatic brain injuries, and other impairments. This guide describes how the ADA applies to recruiting, hiring, and accommodating veterans with disabilities, and briefly explains how protections for veterans with disabilities differ under USERRA and the ADA.

Other veterans leave service due to injuries or conditions that are not considered service-connected. The guide also provides information on laws and regulations that employers may find helpful if they want to make recruiting and hiring veterans with disabilities a priority. What protections does the ADA provide to veterans with disabilities?

We don't share blood, but we share the air that keeps us alive. The blues are because you’re getting fat, and maybe it’s been raining too long. This is how I answer when I am asked—as I am surprisingly often—why I bother to get up in the mornings.” ― Richard Dawkins “It's good to let God pick a man for you. They end up lipsticks in a drawer, all those wrong colors you thought looked so good in the package.” ― Deb Caletti, “It is when we think we can act like God, that all respect is lost, and I think this is the downfall of peace. We are not on a journey to become the same or to be the same.

I will not blind myself and say that my black brother is not different from me. We lie if we say we do not see color and culture and difference. open your eyes wide and actually see this world by attending to its colors, details and irony.” ― Orhan Pamuk, “The downfall of the attempts of governments and leaders to unite mankind is found in this- in the wrong message that we should see everyone as the same. Because the truth is, we should not all see everyone as the same! We are made of different colours and we have different cultures. But the key to this door is to look at these differences, respect these differences, learn from and about these differences, and grow in and with these differences. But we are on a journey to see that in all of our differences, that is what makes us beautiful as a human race, and if we are ever to grow, we ought to learn and always learn some more.” ― C. “***A SMALL THEORY***People observe the colors of a day only at its beginnings and its ends, but to me it's quite clear that a day merges through a multitude of shades and intonations, with each passing moment. In my line of work, I make it a point to notice them. " I want to know what he thinks, how he sees himself - the real Ky - when he dares to look."Blue," he says sounding surprised, "they've always been blue.""Not to me.""What do they look like to you? Not looking at my mouth anymore, looking into my eyes."Lots of colors," I say. Once I thought they were green...""What are they now? He widens his eyes a little, leans closer, lets me look as long and deep as I want."Well? A dark voice in the back of my mind offered no color at all as an alternative.

Thus, a private employer may -- but is not required to -- hire an individual with a disability who is qualified (including a veteran with a disability) over a qualified applicant without a disability.

In addition, the Vietnam Era Veteran's Readjustment Assistance Act (VEVRAA) requires that businesses with a federal contract or subcontract in the amount of 0,000 or more, entered into on or after December 1, 2003, take affirmative action to employ and advance qualified disabled veterans.

First, the ADA requires employers to ensure that online job announcements, recruiting information, and application processes are accessible to individuals with disabilities, including applicants who have service-connected disabilities.

There are also a number of steps, in addition to measures specifically applicable to federal employers (see Q&A 5), that any employer may take to recruit and hire veterans with disabilities, such as: Even where employers do not specifically recruit veterans with disabilities, they should make sure that there is nothing in a job announcement or on an application form that would discourage anyone with a disability from applying.

An employer, therefore, may ask applicants to voluntarily self-identify as individuals with disabilities or "disabled veterans" when the employer is: An employer also may ask organizations that help find employment for veterans with disabilities whether they have suitable applicants for particular jobs and may access websites on which veterans with disabilities post resumes or otherwise express interest in employment. What steps should an employer take if it asks an applicant to self-identify as a "disabled veteran" for affirmative action purposes?

While not all veterans with service-connected or other disabilities will need an accommodation or require the same accommodation, the following are examples of accommodations that some veterans may need to apply for or perform a job: 9.

How does an employer know when a veteran with a disability needs an accommodation?

As a result of changes to the ADA made by the ADA Amendments Act of 2008, it is now much easier for individuals with a wide range of impairments to establish that they are individuals with disabilities and entitled to the ADA's protections.

For example, the term "major life activities" includes not only activities such as walking, seeing, hearing, and concentrating, but also the operation of major bodily functions, such as functions of the brain and the neurological system.[4] Additionally, an impairment need not prevent or severely or significantly restrict performance of a major life activity to be considered substantially limiting; the determination of whether an impairment substantially limits a major life activity must be made without regard to any mitigating measures (e.g., medications or assistive devices, such as prosthetic limbs) that an individual uses to lessen an impairment's effects; and impairments that are episodic or in remission (e.g., epilepsy or PTSD) are considered disabilities if they would be substantially limiting when active.[5] Although the ADA uses different standards than the U. Department of Defense and the VA in determining disability, many more service-connected disabilities will also be considered disabilities under the ADA than prior to the ADA Amendments Act.

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VEVRAA also requires these businesses to list their employment openings with appropriate employment service delivery systems, and to give covered veterans priority in referral to such openings.[8] 7.

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