Patriot Publishings

I feel it is very necessary to cover an important topic for disabled veterans AND anyone else that is disabled, who are trying to pursue employment. This post is not pushing conspiracy theories, nor pointing fingers, but instead is providing experience and expose what has been learned.

When I began to collect the data for my upcoming book, I was also scanning job opportunities where I lived. I am an honest person, trying to be transparent in my applications and postings. Being honest and trying to trust others to be honest, guided me to some items that ‘floated to the top’ and gained my attention.

While scanning the job market and applying to positions, I, personally, would not apply for any position that I could not fulfill. This means: I would not apply for a job that I could not fulfill the requirements written in the job description. Businesses realized they needed to include specifics in their descriptions and their requirements, to avoid looking biased against anyone who physically couldn’t do the job once hired and being let go.

It is against U.S. law for a business to be biased against someone because of disabilities, sex, religion, etc. With that being said, I noticed that businesses had began to include an EEO section to their application process. The businesses would exclaim, in their EEO section, how they do not bias against anyone’s age, sex, disability, etc. I find that section offers a sense of ‘trust’ that the company won’t be biased against someone.

That would mean the company would need to believe what they write. What does that mean? I believe businesses had realized, by adding a stand-alone page regarding disabilities, they could easily filter out qualified individuals without looking like they are filtering anyone.

How so?

Let’s say I apply for a position, hold the educational requirements, physical abilities and the other parameters of the position, and I decide to offer that I am a disabled veteran. Some businesses have different parameters on their disability page, such as: some have specific percentage of disabling, some list a plethora of life threatening disabilities, while some have a generic list.

In this example, I volunteer my percentage, or I check the box that I fall under the protected veteran category, and finally submit my application. The business could easily see that ‘disability’ was check marked and toss my application without looking like they are being biased against me.

How do/could they get away with that?

Not to say all, or any businesses are doing this, but I did have an experience in Wisconsin where it was evident that one business did do that against my application. I will not name the business but can say that business is no longer around. I feel karma may have found them.

How did I catch on that the business might have been tossing my application despite my qualifications matching the job? You be the judge.

When applying to positions at this business, I had to create a profile on this site. On the profile, I was honest about my disabilities. Today it’s easy to see the word ‘veteran’ and think they are disabled. I would get job alerts and I would apply. I would get a rejection email and then another alert an hour later with the same job posting (but a different job number).

After a couple of times applying, I caught onto the pattern that occurred each time I applied and how precise the timing was. I stopped applying to this organization for many weeks but was still receiving the email alerts to positions. I suddenly decided to apply again, for a position I was qualified for. Upon attempting to apply, they updated their website, so I needed to update my profile (basically recreate it).

On this fresh start with this organization, I decided to opt out of including the disability information. I applied to a job and was called within 24 hours. I was then requested to do a virtual ‘face to face’ with the hiring manager, which I did. I was told at that conclusion that it would probably take a week until any call-backs occurred, and I would receive a request if I made the cut. This was on a Friday.

The following Monday I received a call to come in to do a face to face. It was a very rapid process to fill a position. Unfortunately, during the face to face I slipped and stated I was a boot myself after a parachuting accident in the Navy, because I was trying to connect with one of the other employees to show empathy. My mistake.

Is this a pity party? Not at all.

I write this to educate some/all about what to include and what not to include. One does not have to volunteer they are disabled AND it is against the law, still, for a business to be biased against someone because of their disabilities. That said, this is why businesses include required abilities in their job descriptions, which is smart if you ask me.

If you, as a job applicant, lies about abilities that are listed in the required section of the job posting, the organization can fire you without fear of litigation. If you cannot fulfill the requirements, physical requirements, of the position, it is wise to either contact the business and ask them if other positions are available that could be occupied by someone with disabilities or avoid applying to that job posting.

You do not have to admit you have a disability, unless it is a disability that disrupts your ability to work. They cannot ask you if you have a disability. It becomes a stalemate in some cases.

In most cases, in my experience, despite being qualified, the positions which I have been transparent and chose to admit my disability status, I just never hear back from the organization. I am starting to see some positions being published again, which gives it a different job number. Many would probably do what I had initiation done: “Why apply again when I received a denial previously”?

My suggestion is the following:
-Apply to the position(s) you can fulfill
-Omit the disability section, unless you are told to do so because you may get 10 point preference and are the top candidate.
-If you get hired on, once settled (and if this applies to your disability rating), contact HR and ask if the organization gets a tax break when hiring disabled veterans. All it may require is a DD214 as proof of military service, and/or a copy of your rating letter from the Department of Veterans’ Affairs, which you can get yourself.

Depending on the state and job, the organization may gain a large tax break for hiring a certain percentage of disabled veterans (or disabled people). The business cannot fire you once they find out you have a disability, unless you are unable to fulfill the job requirements they published in the job announcement. They can fire you if you cannot do the job efficiently.

Be mindful of the organization’s culture. Do some research before you apply. Decide if you want to be transparent. It is literally up to you on what you want to do. Be smart and find the solution. Good luck.