Policy Brief November 2012

Economic Opportunity for Arizona Veterans What do we know? • We have a long way to go. Gulf War II veterans are still experiencing unemployment above 10%, a rate markedly higher than the general population. • Recruiting and retaining veterans isn’t just a good deed. It is a wise business choice. Veterans bring critically needed skills to the workplace and are needed to help drive the sluggish economic recovery. • There are numerous resources, many web-based, available to veterans. However, the sheer volume can be overwhelming and it can become confusing to figure out which is the best door to enter when looking to secure employment in the civilian economy. • Arizona businesses are taking thoughtful and innovative action to connect their company needs with skilled veterans. • There are best practices at the company and state level that can be applied directly in Arizona. Prepared for the Arizona Chamber Foundation by:

“Non-profit groups helps veterans in job hunt.” “Program offers jobs for wounded vets.” “Program to help vets find jobs overhauled.” This is just a recent sample of veteranfocused headlines from the Arizona Republic. A recent Army Times story on the state of veteran employment – and unemployment – summed it up: “The unemployment rate for the newest generation of veterans has prompted a lot of political hand-wringing, a flood of job fairs aimed at linking veterans with companies that are hiring and some initiatives aimed at trying to give veterans a leg up when looking for work.”1 What actually is happening in the job market for veterans, specifically Gulf War II vets? What are the real numbers, challenges and opportunities available to the highly qualified veterans returning to Arizona? And finally, what examples are out there of best practices in both public policy, and closer to home, in the recruiting and hiring practices of Arizona businesses, that can guide Arizona in creating an employment-friendly environment for those who have served? Why focus on Veteran employment? The National Picture While each generation of returning veterans faces re-entry into the job market, the lingering effects of the economic downturn create challenges for Gulf War II veterans that are unique. Gulf War II veterans are defined as those in the U.S. Armed Forces who have served active duty any time since September 2001.2 It is estimated there are 2.3 million veterans of Iraq and Afghanistan and that there will be 120,000 troops returning to civilian life from these conflicts between 2008 and 2012.3 Estimates can vary based on the source, but according to the Bureau of Labor Statistics, in 2011 it was estimated 76,000 Gulf War II veterans called Arizona home.4 This population continues to experience higher rates of unemployment than all veterans combined as well as the general population. According to national unemployment numbers for August, unemployment for the general population was 8.1%; veterans overall experienced unemployment at 6.6%; yet for Gulf War II vets, the rate was 10.9%.5 Here at Home Arizona has a rich military history. Home to several major military installations, we have a recognized connection to both serving military and veterans. In Arizona, these veterans are returning to a still struggling job market. While the state’s employment picture con-

The Arizona Chamber Foundation (501(c)3) is a non-partisan, objective educational and research foundation. The mission of the Arizona Chamber Foundation is to be a leading resource for forwarding-thinking, expert research and analysis on public policy issues that impact Arizona’s business environment with a focus on the core drivers of economic prosperity - strong infrastructure, competitive tax structure, qualified workforce, minimal regulations, and efficient government. Arizona Chamber Foundation • 3200 North Central Avenue, Suite 1125 • Phoenix, Arizona 85012 • 602-248-9172 • www.azchamber.com

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Economic Opportunity for Arizona Veterans tinues to improve, the August unemployment rate statewide remained unchanged from July at 8.3%6 , slightly above the national average. However, this is an improvement over the 9.5% rate of August 2011.7

who are deemed “covered.”9 This includes, but is not limited to, individuals who served in the military, serve in the National Guard or Reserve and spouses of veterans who passed away from a service-connected disability.10

Veterans often face challenges when looking to re-enter civilian employment. They are looking for work in a highly competitive market. A small number of veterans are recovering from potentially traumatic injuries. Additionally, for those veterans in the National Guard or Reserves, they must always be prepared for potential future deployments.

DES administers two specific programs statewide: the Disabled Veterans Outreach Program (DVOP) and the Local Veterans Employment Representatives (LVER).11 12 Through the Workforce Investment Act, DES is able to provide tutoring, mentoring, occupational skills training, support services and even follow-up services.13 LVER also conducts outreach with employers to increase employment options and opportunities. This includes employer seminars and job workshops for veterans.14

Further, the large web of varied resources available to veterans can at times be confusing to navigate. There are services at the state level, Federal programs and a host of private and nonprofit organizations focused on helping veterans transition. These programs often function in a disconnected manner, and the sheer volume of services can be overwhelming to even the most adept navigator.

While the Arizona Department of Veterans Services (AZDVS) does not provide direct job placement, they serve as a hub, connecting veterans to both direct services as well as webbased employment tools. Through the AZDVS website, veterans can access an on-line skills translator and resume builder. A skills translator – which allows transitioning service members to enter job codes, titles or military functions into the system and receive the corporate or civilian job skill equivalent – is one key need identified by a number of programs and Arizona employers.15

However, the benefits and opportunities for employers are substantial and frequently overlooked in the discussion about veteran employment. In a 2011 survey identifying the top skills sought by employers, work ethic, team work and analytical skills were all in the top five.8 These skills are ones frequently identified as key abilities learned and honed through military service. There are clear economic opportunities and synergies between the skills veterans bring to the workforce and the needs of private industry.

AZDVS also provides an employment portal, which functions similar to websites such as Monster.com and Jobbing.com. This portal allows veterans to review potential employment opportunities as well as store resumes for easier online job application. Further, AZDVS provides direct links from their website to other employment sites such as AZ State Jobs and VA for Vets to provide veterans a one-stop location to access openings from a variety of employers.

This is a largely untapped pool of highly qualified and motivated individuals. The question becomes, how does business best leverage this talent and recruit, hire and retain these skilled veterans in a way that allows not only individual businesses to grow, but lends to a more sustainable and healthy Arizona economy?

There is also the Federal Gold Card program, administered through the Arizona Workforce Investment Board. This program is a “joint effort of Department of Labor’s Employment and Training Administration (ETA) and the Veterans’ Employment and Training Services (VETS).”16 Participants

What programs currently exist? There is not a lack of will, or a dearth of initiatives, to assist veterans in transitioning to civilian employment. In fact, it can be overwhelming to determine which program, entity or even level of government is the best avenue to pursue when transitioning out of military service.

Selected Facts about Our Nation’s Veterans • There are a total of 21.8 million veterans in the U.S.

Understanding which programs are out there, and the very specific services available, is critical for effectively connecting returning veterans and employment opportunities. Below is a sampling of some of the programs currently available to Arizona veterans seeking employment.

• 1.2 million veterans identify as Hispanic or Latino. • 26% of veterans 25 or older have earned at least a bachelor’s degree. • A veteran is twice as likely to hold a public administration job as a non-veteran.

Arizona Programs

Source: United States Census Bureau A Snapshot of Our Nations Veterans

The Arizona Department of Economic Security (DES) provides “priority of service” employment assistance to those

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Economic Opportunity for Arizona Veterans lack of Federal programming that seeks to link transitioning veterans to employment. The Obama Administration has strengthened an already existing focus on providing services for veterans. One of the most accessible ways to connect transitioning veterans to employment is through web-based job postings and there are a number of Federal websites, including: USA Jobs, Hero 2 Hired and Military One Source. The administration has also worked to cull opportunities from a variety of employers into the Veterans Job Bank.

can receive more intensive services, including six months of follow-up, at any of the one-stop service centers statewide.17 Veterans can also access the Arizona Coalition for Military Families website which houses a military skills translator, resume builder and job portal that can be personalized. The Arizona Coalition for Military Families is a public/private partnership that has a focus on “building Arizona’s statewide capacity to care for and support all service members, veterans and their families.”18 Coalition partners include the Arizona National Guard, TriWest Healthcare Alliance and AZDVS and a host of other private and public sector partners.

The Federal government also enacted legislation to create new programs designed to incentivize veteran employment. The Returning Heroes Tax Credit, endorsed by the United States Conference of Mayors,19 was signed into law in November 2011 and provides a maximum credit of $5,600 per hired veteran. Additionally, the Wounded Warriors Tax Credit, part of the same bill, provides up to $9,600 for those employers who hire veterans with service-connected disabilities.20 One criticism noted, the Tax Policy Center has indicated their research demonstrates the tax credit has not impacted outcomes.21

Federal Programs Much like state-specific programs and services, there is no

Websites Connecting Vets to Jobs • Arizona Department of Economic Security: www.azdes.gov

In addition to employment programs, the Federal government has also provided resources for training, recognizing education as a key component of employability. Programs include the Veterans Retraining Assistance Program (VRAP) which provides up to 12 months of retraining assistance for veterans that meet established criteria;22 the aforementioned Gold Card program administered through the Arizona Workforce Investment Board; and the Post 9-11 GI Bill, providing resources for education and housing for qualified veterans to utilize at educational institutions, including universities and trade schools.23

• Arizona Department of Veterans Services: http://www.azdvs.gov/VetBiz/Employment.aspx • Arizona Coalition for Military Families: http://arizonacoalition.org/ • USA Jobs: www.usajobs.gov • VA for Vets: http://vaforvets.va.gov • Hero 2 Hired: https://h2h.jobs/

Private Industry and Non-Profits

• Military OneSource: http://www.militaryonesource.mil/

Government has not been the sole force behind connecting transitioning military to civilian employment. Private industry has also taken the initiative to collaborate and reach out to veterans. Organizations such as Corporate America Supports You and the Hiring Our Heroes initiative of the U.S. Chamber of Commerce seek to provide connection between private sector employers and veterans. The U.S. Chamber’s Hiring Our Heroes program has conducted over 300 jobs fairs throughout the nation which have resulted in well over 10,000 veterans and their spouses getting jobs. In 2012, Hiring Our Heroes has a goal of hosting 400 additional job fairs.

• Veterans Job Bank: https://www.nrd.gov/home/veterans_job_bank • Corporate America Supports You: http://www.casy.msccn.org/ • U.S. Chamber of Commerce Hiring Our Heroes: http://www.uschamber.com/hiringourheroes • Hero Health Hire: http://www.herohealthhire.com/ • Wounded Warrior Project: http://www.woundedwarriorproject.org/

The non-profit Wounded Warrior Project provides services specifically to injured veterans. The Wounded Warrior Project administers the Warriors to Work program and has staff based in Phoenix.

• Vet Jobs: http://www.vetjobs.com/ • Vet Propulsion: http://www.vetpropulsion.com • Milicruit: http://www.veteranscareerfair.com/

Resources designed to assist veterans with successful employment transition cover all areas of the economy and are administered by government, private and non-profit organizations and coalitions. Linking to the most appropriate resource

• Vet Success: http://vetsuccess.gov/

Arizona Chamber Foundation • 3200 North Central Avenue, Suite 1125 • Phoenix, Arizona 85012 • 602-248-9172 • www.azchamber.com

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Economic Opportunity for Arizona Veterans is key for veterans looking to connect to the best-fit civilian job after completing military service.

tices they recommended to effectively connect with qualified veterans. These included linking with key community veteran support groups, establishing trusting relationships with the state’s military installations and maintaining a presence at military job and recruiting fairs. Finally, almost all recruiters mentioned the criticality of having a veteran or the spouse of a veteran serve as the business recruiter or contact for veterans. This provides a level of authenticity and credibility to the company’s efforts.

What are Arizona employers doing? The Arizona business community has not sat idle while government programs work to connect veterans to jobs. Businesses of varying sizes have been identifying best practices and recognizing the unique potential of veteran candidates.

What other best practices did employers suggest?

Many have created programs to recruit and hire veterans. For example, Intel, which has always had a strong record of recruiting and hiring veterans, now has an established formal program. And, while the intensity of focus may vary, it is clear many of the state’s employers recognize the benefit of hiring and retaining veterans. Some employers seem to be obvious candidates for veteran recruitment: defense contractor Raytheon for example. However, there are businesses that may not immediately come to top of mind as veteran friendly but are taking the lead, including Amazon and Magellan.

The commitment to veteran recruitment needs to be from the top down and have measureable indicators. Early veteran recruitment leader Amazon uses metrics to measure success in recruiting veterans. “Few, if any, Fortune 500 companies have embraced veterans more enthusiastically than Amazon.”24 Amazon’s efforts have led to their recognition as the top military-friendly company by G.I. Jobs.25 USAA – ranked number one by G.I. Jobs26– also has established clear metrics.

The Arizona Chamber Foundation interviewed a sampling of Arizona businesses to get their feedback on what works and what doesn’t when recruiting transitioning veterans. Many Arizona employers interviewed expressed that companies recruiting veterans need to remember, veterans are transitioning from military life to civilian life. Then, as part of their job search, they are taking on the additional task of transitioning to corporate life. This can be a time of not only opportunity for individuals, but also stress.

Raytheon – who has created the Operation Phoenix initiative specifically to recruit, hire, retain and support veterans – has established measures within each of its business units to track success. There should be a focus on mentoring veteran employees and connecting veterans to one another within the organization. The support of other veterans can serve to smooth the transition to corporate employment. USAA has in place VetNet to allow veteran employees to connect. Wells Fargo has also established an employment network specific to veterans and is looking to create a more formal program. Amazon’s commitment to retaining veteran employees extends to their formalized mentoring program.

Additionally, interviewed businesses provided guidance on what employers need to know when looking to hire transitioning military. Recruiting, hiring and retaining veterans is not just the right thing to do, it makes good business sense. Military veterans bring critically needed job skills to the table. A veteran who has commanded others brings leadership talent. A veteran who was responsible for transporting goods while serving has key logistical skills. A veteran who has served maintains a focus on accomplishing the mission at hand. Further, employers need to recognize there is no textbook veteran. While there are veterans who are experiencing post-traumatic stress disorder (PTSD) and traumatic brain injury (TBI) this in no way defines all veterans.

Top 10 Reasons to Hire Veterans 1. Accelerated learning curve 2. Leadership 3. Teamwork 4. Diversity and inclusion in action 5. Efficient performance under pressure 6. Respect for procedures 7. Technology and globalization 8. Integrity 9. Conscious of health and safety standards 10. Triumph over adversity

Also, the difference in skills varies greatly by a veteran’s type and length of service. For example, a young service member who served four years in the infantry and has earned a high school diploma brings a drastically different set of skills than a retired officer with a Ph.D. and experience commanding troops across different global geographic regions. Companies need to be acutely aware of their needs and the unique skills of each veteran recruit.

Source: List condensed from original version provided at www.azdvs.gov

Arizona employers also had some across-the-board best prac-

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Economic Opportunity for Arizona Veterans prominent issue for lawmakers in the last few years. In fact, nationwide in 2011 alone almost 300 bills aimed at assisting veterans – spanning employment, education, health care and other services – were passed at the state level.27 This is added to the 225 from 2010.28

Tools such as skills translators and resume builders allow veterans to more successfully present their skills as well as communicate to corporate employers how they are a good fit with the organization. AZDVS is not the only entity to offer a military skills translator. Individual employers are finding that providing a mechanism for veterans to more clearly articulate their skills in corporate language benefits the applicant and the employer. Wells Fargo provides a translator on their website. Raytheon also has information available through Operation Phoenix that provides assistance on building a resume as well as interviewing tips.

With that in mind, what best practices and effective public policy can the state look to as we seek to successfully integrate transitioning veterans into the civilian economy? Licensure and certification One of USA 4 Military Families top 10 priorities is supporting separating service members “through statute and/or regulation that allows them to maximize their qualifications.”29 States should allow relevant military experience to count towards training requirements for those professions that require either a state license or certification, such as commercial drivers and medical professionals.

A key requirement for employment is the right education and training. To that end, educational institutions are creating programs and centers to reach students who are veterans. For example, Northern Arizona University (NAU) has a Military and Veteran Student Center (MVSC) to work with active duty, Reserves, National Guard and veterans. The center not only provides a place to connect on campus, but also information on support services available both on- and off-campus. Additionally, the MVSC offers student orientation for veterans.

A recent article from State Legislatures Magazine noted that, “For veterans, several states now require licensing boards to accept military education, training and experience to fulfill requirements in a variety of fields where the training is comparable. Colorado, Kentucky, Utah, Virginia, and Washington have adopted this approach recently.”30 Arizona is not yet on this list. In fact, USA 4 Military Families scores each state on key initiatives. Arizona scored zero out of a possible 100 on our progress on easing licensing and certification requirements for separating veterans.31

The University of Phoenix also has a unique outreach focus on working with active military and transitioning veterans. They estimate 50,000 of their 350,000 students are military or military spouses. University of Phoenix is an approved Service Members Opportunity College (SMOC). This allows individuals who are in the service and often uprooted, to lock in a program of study for up to seven years. Additionally, University of Phoenix partners with the Society of Human Resource Management (SHRM) to provide guidance on how best to find and then employ veterans once they have completed their education.

It is important to remember that families of veterans are as key to successful transition as the veteran. Therefore, public policy needs to not only address certification and licensure requirements for separating military, but also for those spouses who likely have moved frequently in support of their serving spouse and therefore may hold a professional license in another state. As a result, USA 4 Military Families has also targeted “military spouse transition through licensure portability” as another top 10 issue.32

Finally, there is the hybrid model. Swift Transportation has a unique outreach and recruitment process for veterans that combines both training and employment. Swift works to recruit veterans for the Swift Training Academy, which provides training to be licensed as a commercial truck driver, and provides scholarships for attendance. When veterans are accepted into the academy, they are pre-screened and provided a conditional letter of employment upon successfully meeting all requirements.

USA 4 Military Families scores Arizona 70 out of 10033 on

According to USA 4 Military Families, “Separating service members leave the military with documented training and experience that can prepare them for civilian employment; however, this documentation is not always used by state entities to qualify them for licenses required for their occupation or to provide them academic credit.”

What can Arizona look to as best practices and policy options? There is no question there has been substantial effort expended across government and private enterprise to reach out and recruit veterans. However, the stubborn unemployment rate for Gulf War II veterans makes it clear there is still work to be done.

Source: www.usa4militaryfamilies.dod.mil

Public policy addressing veteran transition has been a Arizona Chamber Foundation • 3200 North Central Avenue, Suite 1125 • Phoenix, Arizona 85012 • 602-248-9172 • www.azchamber.com

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Economic Opportunity for Arizona Veterans this key initiative and State Legislatures Magazine highlighted Arizona as a state where military spouses can receive reciprocity or utilize expedited procedures for professional licensure.34

The resources are available to assist both veterans searching for employment as well as employers looking to hire skilled labor. What is needed is a streamlined way for both to sort through the myriad of resources and find the right match.

Specifically, in April of 2011, Governor Brewer signed SB 1458, which “requires a license or certificate to be issued without an exam to a person who is married to an active duty member of the Armed Forces and who is accompanying the member to an official permanent change of station to a military installation located in Arizona if certain requirements are met.”35 Arizona has also enacted laws to prohibit employers from refusing a leave of absence for military deployment or allowing that absence to impact an individual’s seniority. Additionally, a 2011 law provided some licensure exemptions, specific only to the Board of Optometry.

Create a business start-up program for veteran entrepreneurs. Not all veterans desire to work for an existing business. Some are innovating thinkers with a strong entrepreneurial streak. One possibility is to develop a program for veterans who want to start a small business. Ideally, such a program would be coordinated by the Arizona Commerce Authority and would make business loans or grants available for start-up costs, such as equipment purchases, business-occupied real-estate purchases and inventory. Partners and appropriate legislative oversight would ensure the program is transparent, competitive and includes safeguards to guarantee appropriate usage and repayment of the funds.

Additional options

Conclusion

While addressing licensure and certification requirements for veterans and spouses would begin to bridge the gap many face when transitioning, there are other potential best practices states, nonprofits and employers can look to implement.

Arizona’s economy is growing slowly as we, like every other state, seek to recover from the severe economic downturn. One untapped resource that can grow and help to diversify our economy is the large number of skilled, educated veterans seeking work. It is now incumbent on business and elected leaders to harness that talent by adopting best practices for hiring and retaining veterans, implementing policies that will facilitate the transition from military to civilian life and streamlining and clarifying the wealth of public, private and non-profit resources that are available.

The state legislature could establish a state-level hiring tax credit for employers who hire veterans. This could be on top of Federal credits already in place and provide additional incentive to businesses to recruit and hire veterans. Additional research is needed to determine how to effectively structure such a program so that it would produce the desired outcomes. Businesses typically do not make hiring decisions based on tax credits alone. There has to be a demand for their product or service that drives the need to hire additional labor. It is worth exploring whether there is a state-level tax treatment that would facilitate the hiring of qualified veterans.

Companies Interviewed by the Arizona Chamber Foundation Amazon Arizona Department of Veterans Services Intel Magellan Health Services Northern Arizona University Raytheon Swift Transportation University of Phoenix (Apollo Group) USAA Wells Fargo

Establish effective multi-agency collaboration. It is clear there are synergies across government and the private economy. While many organizations are creating partnerships, there is always opportunity to ensure there are no duplicated efforts and streamline access for veterans. One such option is the Arizona Chamber of Commerce and Industry’s Veterans and Military Affairs Committee, which currently brings representatives from some of Arizona’s key employers together to discuss effective veteran recruitment and retention.

Footnotes 1 Maze, Rich. “August employment report mixed for veterans.” Army Times. September 7, 2012.

Another opportunity is a January symposium currently being planned by AZDVS that is designed to bring in employers to share the professions they see as leading the economic recovery and then translate those potential job forecasts for educational institutions. Colleges and universities can then work with veterans to focus their efforts in areas where employment potential is the greatest.

Bureau of Labor Statistics. “Employment situation of veterans summary.” Economic news release. March 20, 2012. http://www.bls.gov/news.release/vet.nr0.htm. 2

Reed, James B. “Coming Home.” State Legislatures. April, 2012. 3

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Economic Opportunity for Arizona Veterans Department of Veterans Affairs. Information pamphlet “Post 9-11 GI Bill: It’s Your Future.” http://www.gibill.va.gov/ documents/pamphlets/ch33_pamphlet.pdf. 23

Current Population Survey as distributed by Bureau of Labor Statistics. “Table 6: Employment status of the civilian noninstitutionalized population by state and veteran status, Annual Average 2011, not seasonally adjusted.” p. 7. Provided by Arizona Department of Veterans Services. 4

Lashinsky, Adam. “How Amazon learned to love veterans.” Fortune. May 7, 2012. 24

Bureau of Labor Statistics. “The Employment Situation – August 2012.” September 7, 2012.

G.I. Jobs. “Top 100 Military Friendly Employers.” Accessed on October 8, 2012 at http://www.gijobs.com/2012Top100. aspx

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25

Arizona Department of Administration. “Nonfarm job gains above average; Unemployment rate unchanged at 8.3%.” September 20, 2012.

26

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7

Reed, James B. “Coming Home.” State Legislatures. April, 2012. 27

Ibid.

Levine, Caroline Ceniza. “How Do You Score on Employers’ Top Five Desired Skills?” December 15, 2010. http://www. cnbc.com/id/40550184/How_Do_You_Score_On_Employers_Top_Five_Desired_Skills. 8

28

USA 4 Military Families website. Accessed on October 8, 2012 at http://www.usa4militaryfamilies.dod.mil/pls/psgprod/ f?p=USA4:HOME:0

Program description at Arizona Department of Economic Services website. Accessed on October 6, 2012 at https:// www.azdes.gov/main.aspx?menu=258&id=4757 Ibid.

11

Ibid.

Ibid.

29

9

10

Ibid.

Reed, James B. “Coming Home.” State Legislatures. April, 2012. 30

USA 4 Military Families website. Accessed on October 8, 2012 at http://www.usa4militaryfamilies.dod.mil/pls/psgprod/ f?p=USA4:HOME:0 31

Arizona Department of Veterans’ Services website. Accessed on October 7, 2012 at http://www.azdvs.gov/VetBiz/ Employment.aspx

32

Ibid.

33

Ibid.

Program description at Arizona Department of Economic Services website. Accessed on October 6, 2012 at https:// www.azdes.gov/main.aspx?menu=258&id=4757

34

12

Reed, James B. “Coming Home.” State Legislatures. April, 2012.

13

Arizona State Legislature website Accessed October 8, 2012 at http://www.azleg.gov//FormatDocument.asp?inDoc=/ legtext/50leg/1r/summary/h.sb1458_04-15-11_houseengrossed.doc.htm&Session_ID=102 35

Arizona Department of Veterans’ Services website. Accessed on October 7, 2012 at http://www.azdvs.gov/VetBiz/ Employment.aspx 14

15

Ibid.

16

Ibid.

17

Ibid.

Arizona Coalition for Military Families website. Accessed on October 7, 2012 at http://arizonacoalition.org/ 18

The United States Conference of Mayors. “A Common – Sense Jobs Agenda.” September 2, 2011. 19

The White House Office of the Press Secretary. “Fact Sheet: Returning Heroes and Wounded Warrior Tax Credits.” November 21, 2011. http://www.whitehouse.gov/the-pressoffice/2011/11/21/fact-sheet-returning-heroes-and-woundedwarrior-tax-credits 20

Prah, Pamela M. “States try to help veterans find jobs.” Stateline. February 7, 2012. 21

U.S. Department of Veterans Affairs. “The VOW to Hire Heroes Act of 2011 New Benefits for Unemployed Veterans.” http://benefits.va.gov/vow/docs/VOW_Factsheet.pdf. 22

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