Veterans Enterprise 2014

The Military and Veterans’ Business Network

ENTERPRISEV E T E R A N S

A Strategy of SuccessFrank Bisignano & First Data Helping Vets Succeed

Also Inside:President Obama’s

Principles of Excellence

Bank of America’s Military Support &

Assistance Groups

BrightStar Care’s Leveraging Military

Experience For Business Success

DIVERSITYAt Covance, we respect, value and understand the differences of each of our employees and create a work environment that encourages, develops and leverages their diverse capabilities to achieve our business goals. Simply speaking, our vision statement is to — build competitive advantage by optimizing the impact of diverse skills, cultures, ideas and experiences of every employee around the globe.

We believe that diversity is not about legal requirements, affi rmative actions, quotas, or minority representation. Rather, its focus is on awareness, inclusion, respect, understanding and developing a supportive work environment for all employees regardless of age, gender, ethnic background, or sexual orientation.

Bring your unique talents to Covance. Visit www.covancecareers.com to learn more about a career with Covance and search open job opportunities.

I S I N O U R C U L T U R E

Diversity within Covance is alive and universal. EOE

www.covancecareers.com

http://careers.covance.com/

MEET BRANDON, THE MAN BEHIND THE MACHINES BEHIND THIS AIRPORT RUNWAY

SWITCH ON THE AFTERBURNERS WITH A CAREER IN THE TRADES Construction projects like this airport runway can’t happen without skilled workers like Brandon. And that means a lot more than turning wrenches. As a Cat® dealer technician, he’s working on the latest heavy equipment, using cutting-edge diagnostic tools that give him a chance to use his head and his hands. That way, he’s fully engaged and his career is ready for takeoff.

The skilled trades make civilization possible. For Brandon, being a Cat dealer technician is more than a career choice, it’s a choice career. Learn more at caterpillar.com/dealercareers.

CAT, CATERPILLAR, their respective logos, “Caterpillar Yellow” and the “Power Edge” trade dress, as well as corporate and product identity herein, are trademarks of Caterpillar and may not be used without permission. © 2012 Caterpillar. All Rights Reserved.

TechRCRT_Runway_VET_ETRPS_CS5.indd 1 10/17/12 12:47 PM

http://www.caterpillar.com/careers/job-opportunities/dealer-technician

4 Veterans Enterprise

ONE THING NEVER CHANGES



A Strategy of SuccessFrank Bisignano & First Data Helping Vets Succeed

Also Inside:President Obama’s


Bank of America’s Military Support &

Assistance Groups

BrightStar Care’s Leveraging Military

Experience For Business Success

The only thing in life that never changes is the fact that things change. It’s a part of all of our lives. We all deal with change. Change is how we grow, change is how we progress, change is ultimately what gets us from there to here.

Given the inevitability of change, it is highly prudent to plan for it. It’s always better to be proactive than reactive. With proaction, you are afforded the time to study the situation, evaluate your assets, and work to employ them in the best way possible. Further, with a proactive strat-egy, you have time to strengthen any areas where improvement is warranted before it becomes necessary to rely upon them.

Reaction, on the other hand, means the situation will always define your response, rather than vice versa. When this is the case, you’re constantly on the defensive. And, if there’s one thing you learned in the military, progress is rarely achieved when you’re on the defensive.

To win, you must study your enemy, find their vulnerabilities, and exploit them.

Similarly, as you transition to civilian life, it is very important to have a plan. Ideally, you’ll start developing this plan and laying its foundation while you’re still in uniform. Whether your goal is to start a big company, a small business, work in the corporate sector, or go back to school, the more work you do toward it while you’re still in the military, the easier the transi-tion will be once you’re discharged.

In this issue, you’ll find people who were in the exact place you are right now, made

their decisions, and are experiencing success. We feature them here in the hopes you can take the lessons learned from their situations and incorporate them into your own endeavors to make your transition smoother. It’s what we do here at Veterans Enterprise, and it’s what our Website Veteran-sEnterprise.com is all about.

We’re dedicated to your post-military employment, education, and advancement. You’ll find career opportunities, educational resources, and advice to help you get your future started today. Yes, change can be daunting, but change always contains the seed of opportunity. The key to your success is in your approach to change. And, we’re glad to help.

Lyndon Conrad BellEditor

Veterans Enterprise

letters from the editor


CLICK ON A PAGE NUMBER TO GO TO THAT STORY

Frank Bisignano’s work at First Data toward advancing opportunities for veterans is well documented and duly acknowledged. In a candid discussion, he offers insights to transitioning service people and companies seeking to employ them.


News, Views, & Departments :

Starting Over Success StoryPage 14 Page 22 Page 24

Transitioning from Military Service to Private-Sector Success

In response to the grow-ing problem of unaccredited schools taking advantage of veterans’ GI benefits, President Obama has issued a set of guidelines to provide veterans with a checklist to ensure the schools they choose are being all they can be.

Former Marine combat avia-tor Dayton Warfle, Jr. is now at Bank of America. As senior vice president of Military Affairs, and co-lead of BofA’s Military Support and Assis-tance Group, Warfle is helping veterans get a leg up on the financial services industry.

Page 8: Union Pacific Named Top Military Friendly Employer Page 10: OFCCP Budget Increases= More Scrutiny

Page 26: Bookshelf: Starting OverPage 27: Veteran’s Online Resources

Leveraging their military experi-ence as U.S. Navy hospital corps-men, Matt and Kristine Hayes own BrightStar Care of Mid-Mis-souri. The private duty home care and medical staffing franchise provides medical and non-medi-cal services to clients within their homes and supplemental care staff to corporate clients.

Page 17

Inside This IssueOn The Cover

Features

p2. Covancep3. Caterpillarp6. Acushnetp7. Vanasse Hangen Brustlin, Inc.

Ad Index: p21. DirectEmployersp29. City of Hollywood, Floridap28. American Pacificp28. U.S. Army Historyp28. Equality Magazines - Post Your Job

PUBLISHEREqualityMagazines.com

MANAGING DIRECTORJeff Palmatier

DIRECTOR - MARKETINGMark Cohen

EDITORLyndon Conrad Bell

ART DIRECTORFran Sherman

WEBMASTERVince Ginsburg

OFFICE MANAGERRobin Cohen

VETERANS ENTERPRISEis published by EqualityMagazines.com a wholly owned susidiary of JMR Publishing Enterprises, Inc.

The views expressed by our columnists, correspondents and the Veterans Enterprise magazine, do not necessarily reflect those of the publisher. 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.

Copyright 2014. All rights reserved.

For advertising, email:[email protected]

For editorial, email:[email protected]

EqualityMagazines.comVETERANS ENTERPRISE13351 Riverside Dr. #514Sherman Oaks, CA 91423Tel: 818-654-0870http://www.EqualityMagazines.com

p9. Valley Power Systemsp12. Rehrig Pacificp13. TalentGuardp16. Lockheed Martinp20. Union Pacific

p29. LAPDp29. HSB Global p29. E&J Gallop29. Golden Corralp30. Equality Magazines


ONE THING NEVER CHANGES

5

Acushnet Company proudly supports

America’s Veterans.

Join the Team behind the Brands.

www.AcushnetCompany.comAn equal opportunity employer, m/l/d/v

Opportunities are available in Southeastern MA and Southern CA. Acushnet Company offers competitive salaries and comprehensive

benefits. For more information, check out our website.

Tax Accounting • Customer Service • Information Technology

We embrace diversity in our products, the players who use our equipment, and most importantly, our people.

Embracing Diversity

http://employment.acushnetgolf.com/

THE BLACK PERSPECTIVE4

3

HISPANIC TODAY

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

Vanasse Hangen Brustlin, Inc.Transportation | Land Developement | Environmental Services

www.vhb.com | Offices located throughout the east coast

Consistently named among the “Best Civil Engineering Firms to Work For” by CE News magazine, VHB is committed to providing a challenging, dynamic and rewarding work environment. Our staff enjoys opportunities to grow professionally and work on interesting projects. Our dynamic, people-centric organization focuses on our culture of collaboration, personal development, and developing lasting relationships both inside and outside of our firm.

VHB is proud to be an Equal Opportunity/Affirmative Action Employer.VHB ensures non discrimination in all programs and activities in accordance with Title VI and Title VII of the Civil Rights Act of 1964.VHB participates in the E-verify employment authorization program.

https://www.vhb.com/Pages/careers.aspx


News Briefs

Union Pacific Railroad has been named one of America’s top mil-itary-friendly employers for 2015 by G.I. Jobs, mark-ing the 12th time in 13 years the railroad has been recognized for its commitment to employ-ing veterans.

Selections are based on the strength of a com-pany’s military initiatives or events, the percent-age of new hires with prior military service, and company policies regarding service in the reserves and Na-tional Guard. This year, Union Pacific is ranked fourth on the list, the highest of all trans-portation companies.

Frequently recog-nized for its commit-ment to military veterans, the railroad actively recruits former military personnel through its involvement with military transition of-fices, military education offices, reserve and National Guard units, career fairs, information sessions, employ-er panels, resume review assistance and by serving on local military committees and boards. Leadership and teamwork skills, wide ranging areas of expertise gained during service, familiarity with nontraditional working hours, and experience working outdoors make military personnel valuable to Union Pacific.

“We are incredibly proud to employ nearly 10,000 military veterans,” said Jamie Herbert, assistant vice president — Union Pacific Human Resources. “Their familiarity with safety sensitive operating environments

and their unparalleled work ethic translate very well to the rail-

road. As we seek to fulfill increasing hiring needs,

we will continue to recruit transition-ing military service

members to join the Union Pacific team.”

Union Pacific offers many unique employ-ment opportunities for veterans, including train crew, diesel mechanics, diesel electricians, as-sistant signal workers and track laborers. Engineers in the computer science, electrical, civil and mechanical areas find leadership opportunities in the

railroad’s Informa-tion Technology de-

partment or through its Operations Management

Training Program. Further, Union Pacific sup-

ports its reserve, active duty, and veteran employees through the company’s UPVETS group.

The employee resource organization is devoted to at-tracting, developing and retaining employees who are military veterans.

Union Pacific is also a member of the Army Reserve’s Employee Partnership Initiative. The railroad supports the Army Partnership for Youth Success program, and is a past recipient of the Freedom Award (the U.S. government’s highest employer recognition), as well as the Military Of-ficers Association of America Distinguished Service Award.

Union Pacific job opportunities can be found at www UP.jobs. VE

UNION PACIFIC Named Top MILITARY Friendly EmployerUnion Pacific Railroad has been named one of America’s top military-friendly employ-

ers for 2015 by G.I. Jobs, marking the 12th time in 13 years the railroad has been recognized for its commitment to employing veterans.

noteworthy

9

http://www.valleypowersystems.com

cohen’s corner

The OFCCP has also updated intelligence and in-creased resources to fund the enforcement of veteran and disability outreach and recruitment as mandated with the implementation of the updates to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA) and Section 503 of the Rehabilitation Act of 1973 that went into effect 3.24.14.

The Department of Labor, through the OFCCP, has ordered an increase in the number of annually sched-uled audits to more than 4,290 (this is in addition to scheduled audits already underway and the more than 450 currently incomplete audits that will be finished); this represents a five percent increase in activity over last year.

Additionally, Executive Order # 13672, concerning officially adding the words sexual orientation and gender identity to the mandated Affirmative Action tag line on job wanted ads, is effective immediately.

Further, effective January 1st of 2015, new rules and regulations covering direct care workers will become enforceable. Direct care workers have been defined as workers who provide home care services. These include certified nursing assistants, home health aides, personal care aides, caregivers and companions. Also included are hiring and placement agencies for this category of worker.

What all of this means is it is now more important than ever to demonstrate overt compliance with all aspects of corporate hiring and retention practices and the rules governing them. This includes ad placement, the applica-tion process, the talent pools from which you solicit, and the reportable methods you employ to accomplish your objectives.

With the increased likelihood of an OFCCP audit, as well as the new rules of which you need to be aware; here are some ways you can make sure you’re doing all you can to ensure compliance. These basic guidelines will be

OFCCP Budget Increase Means More Field Enforcement AgentsNO CUTS HEREWhile a number of budget cuts have been proposed at the Federal level, there is at

least one place where there has been an increase; the Office of Federal Contract Compliance Programs (OFCCP) enforcement budget. Based on the approved FY

2015 OFCCP budget increase of an additional 1.1 million dollars for 10 new full time OFCCP field enforcement agents, the OFCCP has mandated additional surveillance to investigate potential discrimination in the construction and home health care industries.

WRITTEN BY MARK COHEN


ABOUT THE AUTHORMark Cohen has been working since 1995 to promote diversity and equality in the workplace

through minority recruitment and community outreach. In his position as executive vice president and director of New Business Development at Equality Magazines.com, Cohen has become recog-nized as a go to person on questions regarding minority recruitment and compliance.

Equality Magazines.com and its family of community based Diversity and Targeted Minority Recruitment Vehicles have been at the forefront of Best Practices, minority recruitment, and compli-ance. Since 1995, they have been advocates of promoting diversity in America’s workforce; bring-ing the vast and talented pools of African-American, Hispanic, Veteran, and Female workers to the companies that need them.

helpful when you—or your recruiting team—begin the process of putting together your corporate recruiting and AAP initiative.

1. Have your AAP (Affirmative Action Plan) in a written format, this should be either signed off on, or acknowledged by you or your department head, or another individual with the authority to do so from the C suite. This shows that you have created a policy your company is committed to.

2. Have at hand, or acquire from your job postings place-ment vendor(s), records of all your announcement place-ments. Further, you’ll need to show where they were visible. If you’re using an outside vendor that doesn’t, or cannot do this, you should switch now.

3. Be sure you have included a number of targeted minor-ity resources in your AAP. Also, be certain you can show they have improved your company’s minority hiring and Diversity and Inclusion policies.

4. Make certain your AAP includes minority commu-nity outreach; this will ensure your AAP can also be utilized as part of your company’s Good Faith Efforts (GFE’s). These are now a required aspect of your AAP.

5. Whenever possible, use proven resources with an established track

record. In general, these will al-ready be known to the OFCCP

and their field caseworkers. The idea is to make it as

easy as possible for them to surmise you have done all you can—and done it the right way. This will increase the likelihood they will look favor-ably upon your AAP, and the resources you implement to forward

your company’s Minor-ity Recruitment and

Diversity & Inclusion and Compliance efforts.

One such resource is Equal-ity Magazines and its family of

targeted minority recruitment and community information resources.

By following these guidelines, when the OFC-CP looks at your efforts with compliance questions, you’ll be both prepared and confident of your efforts and your company’s intentions. These, in turn, will demonstrate the effectiveness of your GFE’s. VE

What all of this means is it is now more important than ever to demonstrate overt compliance with all aspects of corporate hiring and retention practices and the rules governing them.

11

12 Veterans EnterpriseTHE BLACK PERSPECTIVE14

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

http://www.rehrigpacific.com/company/careers

Job Search

Résumé

Coaching

Give them a systematic framework to make the right career decisions.

Our career training programs have helped

thousands of individuals land in successful careers.

TalentGuard gives your students or employees state-of-the-art tools to strengthen their careers.

Call Today512.943.6800

or visitwww.talentguard.com

http://www.talentguard.com/

14 Veterans Enterprise14 Veterans Enterprise

families and positioning them for success in the workforce.To ensure service members, veterans, spouses, and other

family members have the information they need to make informed decisions concerning their well-earned Federal military and veterans educational benefits, President Obama directed his Administration to develop the Principles of Ex-cellence criteria to strengthen oversight, enforcement, and accountability within these benefits programs.

To date, nearly 6,000 educational institutions, covering over 81 percent of GI Bill beneficiaries, have signed on to provide tools to help give students more information and increase oversight of programs offered by educa-tional institutions.

P resident Obama’s Principles of Excel-lence program is designed to ensure student veterans, service members,

and family members have information, support, and protections while using fed-eral education benefits.

Since the Post-9/11 GI Bill became law, there have been reports of aggressive and deceptive targeting of service members, veterans, and their families by some educational institutions. Some institutions have recruited veterans with serious brain injuries and emotional vulnerabili-ties—without providing academic support and counsel-ing; encouraged service members and veterans to take out costly institutional loans rather than encouraging them to apply for Federal student loans first; engaged in mislead-ing recruiting practices on military installations; and failed to disclose meaningful information enabling potential students to determine whether the institution has a good record of graduating service members, veterans, and their

Excellence Principles

education

of

1515

GI BILL COMPARISON TOOLThe GI Bill Comparison Tool makes it easier to research

colleges and employers providing training under the GI Bill. It displays median borrowing amounts, graduation rates, and loan-default rates by school and indicates whether or not the school participates in the Yellow Ribbon Program or has agreed to adhere to the Principles of Ex-cellence. The tool allows veterans, service members, their spouses, and dependents to es-timate the amount of funding they may receive under the Post-9/11 GI Bill.

GI BILL FEED-BACK SYSTEM

The GI Bill Feedback System is a centralized online reporting system that allows veterans, service members, and eli-gible dependents to report nega-tive experiences with educational institutions. The VA serves as the intermediary to resolve complaints between the student and school. Submitted complaints may be reviewed by state and Federal law enforcement agencies including the Department of Justice.

8 KEYS TO VETERANS’ SUCCESS ON CAMPUSDeveloped by the Departments of Education and

Veterans Affairs, in conjunction with more than 100

The GI Bill Feedback System is a centralized online reporting system that allows veterans, service members, and eligible dependents to report negative experiences with educational institutions.

education experts, the 8 Keys to Veterans’ Success on Campus are eight concrete steps that institutions of higher education can take to help veterans and service members transition into the classroom and thrive once they are there. Over the past year, the number of com-mitments has steadily increased as more colleges and universities have affirmed their commitment to take the necessary steps to assist veterans and service members

in transitioning to higher education, completing their college programs, obtaining career-ready skills, and achieving success.

The original GI Bill, approved just weeks after D-Day, educated nearly eight million Americans and helped transform this Nation. The President feels we owe the same obligations to this generation of service men and women as were afforded that pre-vious one.

This is the promise of the Post-9/11 GI Bill, and the continued provision of edu-cational benefits

in the Department of Defense’s Tuition Assistance Pro-gram. The aim is to provide our service members, veter-ans, spouses, and other family members the opportunity to pursue a high-quality education and gain the skills and training they need to fill the jobs of tomorrow. President Obama’s Principles of Excellence program is designed to ensure maximization of the Bill’s benefits, while protect-ing the veterans using them. VE

These tools include:

http://department-of-veterans-affairs.github.io/gi-bill-comparison-tool/

http://www.benefits.va.gov/gibill/feedback.asp

http://www.benefits.va.gov/gibill/feedback.asp

http://www.ed.gov/veterans-and-military-families/8-keys-success-sites

http://www.ed.gov/veterans-and-military-families/8-keys-success-sites

16

At Lockheed Martin, we believe that in order to have a world-class supplier base, we must provide opportunities for

a wide range of businesses to work with us. Veteran-owned businesses bring a special perspective with them that

enables us to deliver innovative solutions and new ideas to our customers. And we’re proud to say that putting supplier

diversity into practice has made us one of DiversityInc magazine’s Top 50 Companies for Diversity. Lockheed Martin.

Supporting veterans and veteran-owned businesses. We always have. And we always will.

www.lockheedmartin.com

NEVER UNDERESTIMATE THE POWER OF

EXPERIENCE©

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http://www.lockheedmartin.com/

17

corneroffice

Frank BisignanoTransitioning from Military Service

to Private-Sector Success

At Lockheed Martin, we believe that in order to have a world-class supplier base, we must provide opportunities for

a wide range of businesses to work with us. Veteran-owned businesses bring a special perspective with them that

enables us to deliver innovative solutions and new ideas to our customers. And we’re proud to say that putting supplier

diversity into practice has made us one of DiversityInc magazine’s Top 50 Companies for Diversity. Lockheed Martin.

Supporting veterans and veteran-owned businesses. We always have. And we always will.

www.lockheedmartin.com

NEVER UNDERESTIMATE THE POWER OF

EXPERIENCE

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300-63487_SupplierDiv_Veterans_Cent_BP.indd 1 7/13/12 2:34 PM

http://www.lockheedmartin.com/


No one understands these concerns more than First Data’s own Vivian Greentree.

After serving as a supply corps officer in the U.S. Navy, Vivian used the G.I. Bill to earn her Ph.D. in Public Administration and Urban Policy. Before joining First Data, she founded Blue Star Families, the country’s largest chapter-based military support organization. Today, she is an integral member of our team, developing our veteran training programs as head of our Military and Veteran Affairs team. When she transitioned from active duty, she shared the same fears that she hears veterans expressing today. The difference is, she’s now in the position to do something about it.

Vivian and her team have built a military employment group to maximize military-trained talent. Getting there didn’t happen overnight. We needed to train more than 1,200 hiring managers and 80 recruiters in “Military 101” and the “Value of a Veteran.” We’ve participated in the U.S. Chamber of Commerce’s Hiring Our Heroes community-based career summits to strengthen recruiting efforts and share our own best practices.

The numbers speak for themselves. We raised our veteran and military spouse hires from two percent to ten percent in a year, and now have more than 1,000 veteran employees at First Data. We’re proud to now be listed in the Top 100 Military Friendly Businesses and designated a 2015 Military Spouse Friendly Employer.

The importance of offering veterans strong support systems has long been recognized. In 2011, I led the launch of the 100,000 Jobs Mission, a grassroots effort to combat the high unemployment rate among veter-ans, especially those returning from service in Iraq and Afghanistan. Today, the 100,000 Jobs Mission has left its initial goal in the rearview mirror, hiring over 160,000 veterans through 2014.

Hiring vets is just the start. We also understand the need for a support network after transition from service and created an in-house Military Affinity Group. The Group connects First Data’s military-affiliated employees, and their supporters, with a platform that helps them network, volunteer, mentor, and share information.

PROVIDING VETERANS WITH RESOURCES TO REALIZE THEIR ENTREPRENEURIAL AMBITIONS

While we love to hire veterans, big companies might not always be the right fit. With about a quarter of transition-ing service members wanting to own their own businesses, we’ve also sought ways to do what we do best: help clients grow their businesses.

To do this, we launched First Data Salutes, a company-wide military engagement strategy that includes help-ing the veteran-owned business community. In honor of Veterans’ Day, we provided “vetrepreneurs” with exclusive offers, including discounts on our Clover™ Station and free processing. We also sponsored this year’s annual Entre-preneurship Boot Camp for Veterans (EBV) summit in Atlanta though our partnership with Syracuse University’s Institute for Veterans and Military Families (IMVF).

I grew up among those who served proudly. In businesses I’ve run and communities I’ve lived in, I’ve seen firsthand the contributions made by veterans and military spouses. It has become my own mission, of sorts, to help returning service members achieve their full potential, while encouraging friends and business associates to do the same.

At First Data, we place big emphasis on three key areas to support veterans: 1. Taking steps to make our company an employer of

choice for veterans and military spouses2. Providing veterans with resources and training to realize

their own entrepreneurial ambitions3. Partnering with other veteran coalitions and initiatives

that support the military community

GIVING BACK THROUGH EMPLOYING VETERANS In conversations with veterans, I find a few roadblocks

in their confidence to transition from the military to the private sector. Many ask themselves: “Do I have the right skills? What are the “right” skills? How can I break in?”

Abraham Lincoln, in his Second Inau-gural Address, reminded his country-men of our obligation “to care for him who shall have borne the battle and

for his widow and his orphan.” In the cen-tury since, that duty has expanded, for both government and businesses, to help service members successfully reintegrate to civilian life. We haven’t always measured up, but we’re getting a lot better.

19

COLLABORATING TO EXPAND OUR EFFORTKnowing the importance of education in veterans’ life-

long success, we donated a student veterans’ lounge at the University of Georgia to support programming and social connectivity for student veterans and their families. These partnerships with academic institutions create new pipelines of student veteran talent which, in turn, helps us stay on the cutting edge of our industry. We are also working with the Department of Defense to create internships for the student veterans and military spouses. We’ll keep it up until we’ve created as many pathways to employment as possible.

Those in uniform also need support while still on active duty. We participated actively in Operation Honor Cards (OHC), a White House Joining Forces initiative in which our U.S.-based employees wrote over 10,000 letters of ap-preciation to servicemen and women, veterans and their families. For our reservists and guard member employees, we are a longtime supporter of the Defense Department’s Employer Support of the Guard and Reserve (ESGR). Other

coalitions we support are the Military Spouse Employment Partnership (MSEP), and Operation IMPACT: Network of Champions which assists ill or injured service members.

Our dedication has not gone unnoticed. It was my great honor to receive the U.S. Chamber of Commerce Colonel Michael Endres Leadership Award for Individual Excellence in Veteran Employment. The accolade has only further ener-gized the team at First Data to continue our commitment to our nation’s veterans and their families.

At First Data, we respect deeply the sacrifices that veterans and their families have made in the defense of freedom. Honoring the obligation set forth by President Lincoln, it is now our turn to return the support to our vet-erans and their families so they can succeed in new careers following their service. VE

Frank Bisignano is Chairman and Chief Executive Officer of First Data Corporation


Sometimes, it sounds a horn.To see the wide range of challenging and meaningful career opportunities available

right now at North America’s premier railroad, visit www.unionpacific.jobs.

An Equal Opportunity and Affirmative Action Employer

Union Pacific Railroad Careers

@UPRailroadJobs

Opportunity doesn’t always knock.

http://www.unionpacific.jobs/?www.unionpacificjobs.com

21

Visit www.Employers.Universe.jobs or call (866) 268-6206 toll-free to learn more

© 2011 DirectEmployers Association, Inc., a nonpro�t consortium of leading global employers

anything you can imagine

Imagine the possibilities

Sometimes, it sounds a horn.To see the wide range of challenging and meaningful career opportunities available

right now at North America’s premier railroad, visit www.unionpacific.jobs.

An Equal Opportunity and Affirmative Action Employer

Union Pacific Railroad Careers

@UPRailroadJobs

Opportunity doesn’t always knock.

http://www.jacobstechnology.com/

http://www.directemployers.org/

http://www.unionpacific.jobs/?www.unionpacificjobs.com


starting over

DaytonWarfleJr. As thousands of veterans return home, many in the business world have come to under-

stand that they are a major asset to their organizations. The financial services industry is no exception. We support veterans because it’s the right thing to do, and also because

they make our companies better. However, many veterans still struggle to enter the industry, and we can all do more to recognize what they contribute in the workplace.

When I left the Marine Corps in 1998, I was like many of today’s veterans. I had spent my entire professional life – 23 years – serving as a combat aviator, program manager for multiple missile systems, and a commander in the 2nd Marine Aircraft Wing. I initially struggled to discern where I would fit into the civilian world and how my military skills would relate. Fortunately, I soon recog-nized that my experience in the Marine Corps provided me skills that did translate to corporate America. From program management and six sigma reengineering, to risk-assessment, I was able to apply those skills at Bank of

America as a Quality and Change Executive and then Se-nior Operational Risk Executive. In order to thrive in this position, I had to learn to translate my skills to my new environment, and the bank demonstrated a commitment to providing the right support.

It’s no secret that veterans have skills and qualities particularly suited to the fast-paced banking and financial services industry. I encourage them to embrace those skills to demonstrate what they can bring to a company. That includes experience working with advanced technology, assessing risk and conducting detailed analysis, as well as

Senior Vice President of Military Affairs and Co-Lead of the Military Support and Assistance Group

23

DaytonWarfleJr. intangibles like leadership skills, adapting to different situ-ations and the ability to influence and work with a team.

We have more than 8,000 employees who have transi-tioned from military service to working at Bank of Amer-ica. There’s the Army helicopter pilot who now works in risk management, a Navy veteran in Global Banking and Markets, and another Army veteran who manages a banking center in Florida. One of our teammates uses the management skills from her time in the National Guard to lead a fulfillment office in Texas. I could go on and on with examples of individuals that have found a way to transfer their skills from the military into a civilian career. What ties it all together is that each of these employees embraced their military experience and used it to find a job and in turn, we are doing everything we can to support their transition.

For veterans seeking a civilian job, the support from corporate America can be critical. As you search for em-ployment, seek companies that have made a true commit-ment to veterans’ success. We’re committed to hire 10,000 veterans, Guard and Reservists over the next several years, and we know that once hired, we must provide the right experience. We have a vibrant military employee network that provides development opportunities for the employ-ees and their families and friends through networking, mentoring, volunteer events and information forums. These efforts ensure that veterans who walk through our

doors find a culture where they can excel, using their skills to build fruitful and fulfilling careers.

Finally, look for a company that knows veterans aren’t just an asset to the organization, but to the community at large. Any true commitment to our nation’s veterans has to reach beyond the walls of our offices and branch loca-tions. I am proud to say that since 2009, Bank of America has donated nearly $13 million to military nonprofits that provide veterans with programs and services, such as the Wounded Warrior Project, Welcome Back Veterans and the Bush Institute. Moreover, that has been matched by our employees’ volunteerism, with 40,000 volunteer hours logged at military support events in 2013.

For veterans moving into civilian careers, corporate America is beginning to understand the immense value that they bring from their service. It has been an honor to be a part of that change, and I’m excited to push it further. As veterans embrace the lessons of their service, and cor-porations work to understand and support them, we will make our businesses and our nation stronger. VE

Dayton Warfle Jr. is the co-lead of Bank of America’s military employee network, and a member of their Military Affairs team. This year, the bank launched an industry-leading career website providing informa-tion to help veterans and military spouses build their business knowledge and get resume and interview-ing tips. Learn more at militarytransition.bankofamerica.com.


success stories

SuccessStoryV E T E R A N S

BY LYNDON CONRAD BELL

More than two million veterans have returned home from the wars in Afghanistan and Iraq, and it is no secret that acclimating back into society is not easy. The men and women who return face the unique challenges of integrating back into community and business

life. While the task is daunting, many veterans find their niche in the business world and create a legacy for themselves and their families by utilizing the skills learned during their time served.

Matt Hayes and wife Kristine are tremendous examples—serving in the U.S. Navy for six years from 1993-1999 together as Hospital Corpsman. Matt is the president and owner of BrightStar Care of Mid Missouri, a local franchise that is part of BrightStar Care — a national private duty in-home health care and medical staffing franchise that was recently ranked fifth by World Franchising on their annual list of “50 Top Franchises for Veterans”. BrightStar Care has a number of military veteran franchisees, and many local BrightStar Care teams provide care for veteran and non-vet-

eran clients in hundreds of communities across the country. Due to modern technology and increased success of battle-

field medicine, more people are coming back from combat — many with traumatic injuries that these wounded soldiers are unable to care for themselves. The Hayes’ understand this need and are dedicated to providing the level of in-home health care service to veterans that they so honorably deserve.

“As a veteran and business owner I feel extremely honored to be able to give back to those who sacrificed so much,” said Hayes, “BrightStar Care is dedicated to providing the highest

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SuccessStory

standard of care for those veterans who faithfully served us day in and day out.”

Coming from a military background with parents and grandparents who served during various times of war—it was no surprise that both Matt and Kristine pursued mil-itary careers. The couple met in 1994, while in lab school in San Antonio, Texas, as Hospital Corpsman; both were eventually transferred to the Naval Medical Center in Portsmouth, Virginia. Five years after the day they met, the couple married and worked alongside each other as advanced lab technicians—Kristine was stationed in the hematology unit, while Matt worked in microbiology. During their time served, they helped commission the new Charette Medical Center that supports the Eastern fleet in Port at Norfolk, Virginia and the rest of the mili-tary community in the Hampton Roads area.

Matt received his Associate’s degree while in active duty and in 1999, the couple was honorably discharged from the Navy where Matt then finished his Bachelor’s degree. He later earned a Master’s in business. After working in medical diagnostic equipment sales for ten years, he and Kristine signed a franchise agreement with BrightStar Care in October 2013.

“There are two main reasons why we have become suc-cessful BrightStar Care franchisees. The first being our medical backgrounds, which have enabled us to work with patients with unique and varied needs,” said Hayes. “The second being what I call having ‘military bearing.’ As long as you’re putting out quality work, paying atten-tion to detail and focusing on the mission at hand, you are going to succeed. The only place you can get that is from the military; veterans don’t fail.”

Currently, veterans in the local community combined with patients at the Harry S. Truman VA hospital repre-sent nearly 20 percent of BrightStar Care of Mid Mis-

souri’s clients and that number continues to grow. Hayes and his wife are members of the American Legion and work closely with the Missouri Veterans Commission, Disabled American Veterans and Veterans of Foreign Wars to help deliver services to vets in the community. In addition to BrightStar Care of Mid Missouri’s veteran-focused efforts locally, the BrightStar Care Franchise Support Center has announced a program that offers an internal mentoring program, as well as a $10,000 credit on the franchise fee, for military veterans who become BrightStar Care franchisees

For veterans who return home from service with trouble finding their roles in the States, entrepre-neurship is the chance to create a legacy off the battlefield. Through the Hayes’ Navy and business journey, they were able to pave their own path to success alongside BrightStar Care, a company with matching values. They hope they can serve as an example for those veterans who doubt their capability to be a successful contribution in the business world. VE

Based in Chicago, BrightStar Care is a national private duty home care and medical staffing franchise with more than 260 locations that can provide medical and non-medical services to clients within their homes, as well as supplemental care staff to corporate clients. Each BrightStar Care location is required to pursue Joint Commission Accreditation. BrightStar Care received The Joint Commission’s Enterprise Champion for Quality award and is committed to having each of its agencies comply with Joint Commis-sion standards. Forbes magazine recently rated BrightStar Care the No. 1 rated franchise in its invest-ment level. For more information on BrightStar Care please visit brightstarcare.com; to find out more about BrightStar Franchising, visit www.brightstarfranchise.com.

About BrightStar Care


Book ShelfEleven companies cofounded the 100,000 Jobs Mission in 2011 to promote veteran employment. The coalition has grown to more than 175 member companies, representing almost every U.S. industry. These companies have hired more than 190,000 veterans as of September 2014,

far exceeding the original goal. This book captures their lessons and experiences to help identify further improvements to veteran employment opportunities.

VETERAN EMPLOYMENT: LESSONS FROM THE 100,000 JOBS MISSIONAuthors: Kimberly Curry Hall, Margaret C. Harrell, Barbara

Bicksler, Robert Stewart, and Michael P. Fisher Publisher: RAND Corporation

Described by numerous military personnel as being “The one resource that every transitioning veteran needs to have”. Deployment to Employment provides a step-by-step guide to success in landing civilian employment. The book’s conversational approach and easy to follow steps

will educate and supply every reader with the tools needed to land the right job.

DEPLOYMENT TO EMPLOYMENT: A GUIDE FOR MILITARY VETERANS

TRANSITIONING TO CIVILIAN EMPLOYMENTAuthor: Russ Hovendick

Publisher: Faithful Life Publishers

Out of Uniform is designed to help all transitioning military personnel, regardless of service, branch, rank, rating, time in service, time in grade, or specialty. Although all service members share many common denominators, each individual brings something unique to the job market. The parameters of the search may vary, but the target is the

same—land the right job the first time.

OUT OF UNIFORM: YOUR GUIDE TO A SUCCESSFUL MILITARY-

TO-CIVILIAN CAREER TRANSITIONAuthor: Tom Wolfe

Publisher: Potomac Books Inc.

Expert Resumes for Military-to-Civilian Transitions is a collection of superior professionally written resumes aimed at service members who are leaving the military and looking for a civilian job. This book gives resume strategies as well as 180 pages of sample resumes

specifically written for people making the leap back into the private sector.

EXPERT RESUMES FOR MILITARY-TO-CIVILIAN TRANSITIONS

Author(s): Wendy Enelow and Louise Kursmark Publisher: Jist Works

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Book Shelf VA Online Career ResourcesThe U.S. Department of Veterans Affairs offers a number of online resources to Vet-

erans, their family members, and civilians to obtain career advice and find jobs. Whether you’re looking for a job at the VA, another federal agency, or you need help

navigating opportunities in the private sector, these sites have been established specifi-cally help you through the process of getting started on a new career.

VA For Vets - The Department of Veterans Affairs is committed to adding and retaining Veterans to our workforce. Whether you are a vet in-terested at working at VA or you’re a Vet that already works there – VA for Vets will have something for you to find and advance your dream career.

VA Careers lists all job openings within the Department through USA Jobs 3.0. However, VA Careers also places special emphasis on recruiting the best candidates with health-related background for the Veterans Health Administration.

My Career @ VA - The Department of Veteran’s Affairs career exploration and development resource designed to help veterans manage careers.

Feds Hire Vets - Feds Hire Vets is a single site for federal employ-ment information for Veterans, transitioning service members, their families, and federal hiring officials.

VA Internships - Explore a wide variety of internship programs with the Department of Veterans Affairs, and start building your career with VA today.

27

http://www.fedshirevets.gov/

http://mycareeratva.va.gov/library/55

http://mycareeratva.va.gov/

http://vaforvets.va.gov/

http://www.vacareers.va.gov/

http://vaforvets.va.gov/

http://www.vacareers.va.gov/

http://mycareeratva.va.gov/

http://www.fedshirevets.gov/

http://mycareeratva.va.gov/library/55

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.

10

HISPANIC TODAY

CAREER AND BUSINESS NEWSAnother four percent of companies planned to give smaller bonuses than a year ago, which the same percentage who said as much in the 2008 survey.“Companies are not quite ready to ramp up hiring, but they are beginning to see the light at the end of the tunnel. While most can probably justify postponing bonuses another year, there are growing concerns that job market improvements in 2010 could bring an exodus of workers. Companies are also sending a message that we appreciate that this has been a tough year for everyone, and that the workers’ part in ensuring continued survival is recognized,” said John A. Challenger, chief executive officer of Challenger, Gray & Christmas.

Many employers are indeed expecting a rapid surge in turnover when the economy improves, according to a survey by consultancy firm Deloitte. The survey found that nearly two-thirds of managers were highly or very highly concerned about losing high-potential talent in the year after the recession ended.

“In addition to layoffs, the recession forced many employers to decrease workers’ hours, institute pay cuts, force employees to take unpaid vacations and halt matching 401(k) contributions. While some of these measures have saved jobs, they undoubtedly

left many workers disgruntled, frustrated and ready to move on as soon as the market improves. Year-end bonuses may not ensure the loyalty of all unhappy workers, but they could help entice some to stay aboard,” said Challenger.

While the human resource executives surveyed did not provide details on the amount of bonus checks, John Challenger said some companies may choose to be creative when it comes to year-end rewards. “In some respects, it truly is the thought that counts. Employees want to be recognized for their contribution to the company. It doesn’t have to be a Wall Street sized bonus check. Many workers would be happy with a $100 gift certificate to a local restaurant or store. Many would probably be happy with a couple of extra days of paid vacation at the end of the year. Many are simply happy to have a job in this economy,” said Challenger.

“Of course, those who are just happy to have a job are usually the first ones seeking greener pastures at the first sign of improvement. Companies understand this and it is why nearly two-thirds of them are finding a way to give bonuses this year,” he concluded. HT

The National Museum of the United States Army, scheduled to open at Fort Belvoir, Virginia in 2015 will be the nation’s one and only Museum to present the complete Army’s history since 1775. It’s immersive exhibits, soldier artifacts, and dynamic venues will tell the stories of selfless service and personal sacrifices of the 30 million American men and women who have worn the Army uniform.

A Great Army Deser ves a Great MuseumFor more information on how to support the National Army Museum, visit us online today!

www.armyhistory.org1-800-506-2672

http://www.apfc.com/

http://hollywoodfl.org

http://www.equalitymagazines.com/index.php/services/forms/job-posting

http://www.armyhistory.org


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HISPANIC TODAY










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.

www.jacobstechnology.com

UPS Freight is an Equal Opportunity Employer M/F/D/V

UPS Freight is one of the largest less than truckload carriers in the U.S. and offers

both LTL and truckload job opportunities. For Current Opportunities Visit:

ltl.upsfreight.com/aboutus/careers.aspx

VETERANS ENTERPRISE17

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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HISPANIC TODAY









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http://goldencorral.hodesiq.com/job_start.asp

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T H E B L A C K

PERSPECTIVETODAY


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Documents

Veterans Enterprise 2014