Cutting The Red Tape Surrounding Veteran Employment

2020-11-30T13:20:18-05:00

The Labor Department’s Bureau of Labor Statistics reported that the military unemployment rate fell from 6.4% in September to 5.5% in October. As those stats hopefully continue to trend downward in the coming months, leaders and communities across the country cannot lose sight of the fact that there are still a number of veterans that continue to face unemployment as the pandemic rages on and winter looms.

Dan Goldenberg, executive director of Call of Duty Endowment, recently cited “red tape” as one of the most consistent causes of current unemployment experienced by veterans. According to Goldenberg, a pervasive example of that red tape is state licensing requirements for civilian jobs in a number of key professions. Licensing requirements can hamper the attempts of veterans to successfully transfer skills obtained in the military to the civilian workforce. Careers where licensing requirements are most common include health care workers, skilled tradesman, manufacturers, real estate agents, educators, truck drivers and a number of other respectable and valuable professions.

Not only do we owe it to our nation’s veterans to remove the “red tape” surrounding several career fields but it also makes practical (and economic) sense. Afterall, why would states not allow men and women who served as medics for our nation’s heroes overseas to continue to provide medical services to civilians here at home? Service allows individuals to develop a unique set of not only leadership skills but a plethora of additional skills that can be applied to a number of professions. It’s simply a missed opportunity not to take advantage of the skills that veterans have to offer from their time in service - it not only hurts them but hurts our country and industries.

So what exactly can be done to cut red tape for veterans? As with so many things, it will require a synergistic effort from state and local governments, nonprofits, national corporations and even local businesses.

Political leaders can follow the Governor of Michigan’s lead by enacting state legislation that allows veterans and their families who hold out of state licenses to automatically qualify for in-state licensure. This is a first step but by no means the only action that can or should be taken. Perhaps state’s can also enact legislation that would allow licenses to be waived for veterans with active duty experience equivalent to work in specific career fields. And if they aren’t already, fees associated with obtaining occupational licenses should be waived for veterans in each state. Call your governor’s office, local representatives and senators today to request that they look into the logistics of enacting similar measures in your state.

With the government, even on the state level, this process obviously takes time. However, there are steps that can be taken in the mean time to help make finding employment easier for veterans. The HR departments of national corporations can make a commitment to better educate themselves on the benefits of hiring veterans and how to go about doing so. If you think your workplace is missing the leadership and skill sets of veterans, speak up and let them know! Change only happens through action and letting HR know that they may be overlooking a key population that could serve to elevate the company will hopefully result in a precedent for considering more veterans for future employment.

Lastly, it’s important to remember that a number of veterans looking for employment have never searched, applied or interviewed for a job. I would encourage the many successful programs and nonprofits that provide veterans with employment resources to place an extra emphasis on helping veterans to convey and verbalize to potential employers how exactly their success in the military can translate directly to a successful civilian career when preparing for interviews.

Though some action items may be small or slow-going, with a little patience and a lot of persistence they collectively could pay dividends in the future.

Response by GySgt Gary Cordeiro made Nov 30 at 2020 1:25 PM

2020-11-30T13:25:35-05:00

Great post with great information

Response by Lt Col Charlie Brown made Nov 30 at 2020 1:26 PM

2020-11-30T13:26:43-05:00

We all know how well trained and well disciplined veterans are. Now it is up to us to convey that to others.

Response by PFC Private RallyPoint Member made Dec 1 at 2020 10:49 AM

2020-12-01T10:49:14-05:00

Thanks for the information

Response by SPC Nils Hammer made Dec 2 at 2020 1:25 AM

2020-12-02T01:25:40-05:00

There was a job I wanted that required some sort of commendation. I've been poking around for a few years now to see if 11CAV in Fulda qualified for something..

Response by A1C Jordan Brenner made Dec 2 at 2020 9:30 AM

2020-12-02T09:30:00-05:00

This is a joke, right? I was illegally falsely discharged for a made up Personality Disorder and that killed my getting hired at good jobs. Now that it has been 7 years since I was in service now employers are concerned with my gaps in my resume? There's NO such thing in the civilian sector when it comes to caring about the veterans; SOME veterans care about other veterans but that's about it.

Response by SPC Private RallyPoint Member made Dec 2 at 2020 12:31 PM

2020-12-02T12:31:49-05:00

This article makes no sense. A lot of words but pointless rambling. Being required by Law to meet a Licensing Standard is not “Red Tape”, it is a standard most often defined by state and/or federal laws.

These numbers are skewed. 5.5% is not the total number of Veterans who can’t find work but the total number of Veterans who are not working, Big Difference! The 5.5% don’t include Veterans who have medical conditions preventing them from working (most likely reviving a monthly VA Compensation), Veterans with criminal records, Veteran in prison, Retired Veterans or Veterans who will not accept a lot of jobs as they prefer a certain job.

Licensing is a standard, a standard that must be met. Licensing Standards ensure everyone with that particular license have all met the exact same standard.

A military medic vs civilian (Para) medic are 2 almost completely different jobs and levels of training standards (do the research). Most Military Veterans have an EMT license and can find work as an EMT. Almost the same can be said for MPs vs Actual Law Enforcement.

Same applies for truck drivers. Military Truck driving and civilian truck driving are very, very different, starting simply with the difference in transmissions not to mention the Military teaches very few DOT Regulation and most Military drivers won’t be operating on a lot of US roads.

What Military occupation directly correlates to a Real Estate License or being an “Educator”?

Military Occupations are just that Military not Civilian, for a reason. The standard that works for the Military most often won’t work for the Civilian World. It is just simply how it is. 2 different standards for different but important reasons.

“Lastly, it’s important to remember that a number of veterans looking for employment have never searched, applied for or interviewed for a job”.

How dose one try to get hired without even applying?

Most all Employers/HR know the benefits of hiring a Veteran not to mention most states offer incentives for hiring Veterans. Veterans are a protected class and very, very few employers refuse to hire Veterans, if any.

Calling Licensing Standards “Red Tape”, is a lie. Licensing Standards are just that, no more, no less. Most often as defined by Laws and always by some type of regulation. Nobody wins when standards are skirted or lowered to make people happy. Additionally, it can also be dangerous.

Response by SSgt Ray Stone made Dec 7 at 2020 7:25 AM

2020-12-07T07:25:42-05:00

Speaking of, I was yesterday yrs old when I found out spouses of AD have preference over VETS when it comes to Federal employment. Thats fucked up

Response by SGT Tiik Taaka made Jan 21 at 2021 9:13 AM

2021-01-21T09:13:44-05:00

Transition is tough for any separating service member. We honestly can't rely on HR departments to commit to anything more than the person in front of them. That is the real world. You are the elephant in the room at an interview, where your background, training, and education (military service) has already been approved. What they want to know at the interview is can you fit.
Your immaculate military bearing, shining shoes, and well-groomed body go a long way. What HR wants to know now is, are you the one that we need to hire today? As you flip the popper off the top of that CCOB, taking a tiny but meaningful sip, you lean back and say, 'I got you.'

-or-

Practice with friends, family, pets...be rehearsed. Know your resume. Know the job. Set a good example for those who follow.