Section 6: Disability Hiring Do's and Don'ts

Do:

• Do recognize that most Veterans with TBI and PTSD want to work.
• Do target Veterans with TBI or PTSD in your recruitment efforts.
• Do assume the same hiring standards for all employees - including those with disabilities.
• Do ensure that your applications and other company forms are available in alternative formats and do not ask disability-related questions.
• Do consider updating written job descriptions that identify the essential functions of the job. Be sure that requirements for medical examinations comply with the Americans with Disabilities Act (ADA).
• Do provide reasonable accommodations when a qualified applicant (or current employee) requests one. 
• Do treat an individual with TBI or PTSD the same way you would treat any applicant or employee - with dignity and respect.
• Do understand that access includes not only physical access, but also making forms/meetings/websites accessible to people with disabilities.
• Do develop procedures for maintaining and protecting confidential medical records.
• Do train staff and managers on the reasonable accommodations process and disability awareness (including invisible disabilities).
• Do have a written procedure for requesting a reasonable accommodation - in the hiring, employment and promotion process.
• Do assume competence and ability!