Issue link: http://read.dmtmag.com/i/86182
Human Resources ("Tips for Tapping into the Veteran Workforce" continued from page 25) there is no evidence of PTSD or other associated conditions with returning veterans," explained Barkley. "Our policy is to assign mentors to help ease the transition to a new job for all new Sunstate Equipment employees. This helps ease all our new hires into the Sunstate Team, particularly those just returning to the private workforce." The company also covers family insurance costs for employees on active duty. For Barkley, it hasn't been difficult to translate military job descriptions to identify the types of candidates she is looking for. Their primary need has been for drivers and technicians who have worked on heavy equipment and trucks. For Sunstate Equipment and Modern Group, the How to Get the Tax Credit You Deserve Whether your company is a C-Corp. or S-Corp., don't wait until the end of the year to think about tax credits. According to Joan Vines, senior director Compen- sation and Benefits Tax, BDO, failure to recognize the credits as an ongoing task needing attention for several months after hiring a qualifying individual is a common mistake. "The income tax preparer who touches the tax return information at year-end will not be able to maximize the credit because it is unlikely that they are involved early enough in the process to comply with approval dead- lines. A system that verifies the collection of Form 8850 from each potential employee needs to be established and a person within the company needs to be respon- sible for completing the employer's section of the form and timely mailing to the state agency. In addition, a system is needed to follow up with the state on delayed responses to ensure that approval is received for all eligible employees." Step 1. Verify the worker meets the require- ments. Worker identifies as a veteran by completing a Form 8850 and signed under penalties of perjury. Step 2. Report to the state with 28 days. The Form 8850 must be completed by the employer and sent to the WOTC (Work Opportunity Tax Credit) Coordi- nator within your State Workforce Agency within 28 days of the veteran's start date. Step 3. Follow up with the state on any delayed responses. Step 4: Calculate the credit. Form 5884 is used to figure the credit. This becomes a part of the general business credit claimed on Form 3800 filed with the employer's tax return. 26 | www.cedmag.com | Construction Equipment Distribution | October 2012 government incentives were not really a factor in their decisions to employ veterans. Employer Perspectives In a 2012 study, "Employing America's Veterans: Perspec- tives from Businesses," conducted by the Center for a New American Security, more than 87 individuals representing 69 companies were interviewed about the positives and negatives of hiring veterans. According to the study's authors, Dr. Margaret Harrell and Nancy Berglass, the most frequent challenge to veteran employment was skill translation. "Many firms commented that veterans do not represent their skills and expertise in ways that are relevant to civilian companies and civilian companies do not know what kind of military skills to seek out, how to understand military jobs or how to discern the promising and high- performing veteran hires," said the report. For example, a civilian employer may not fully recognize how the skills of a junior infantryman would transfer into a civilian work place. Hiring managers may not recognize that a person in this job would have the ability to plan and execute tasks in a high-stress, frequently changing environ- ment; possess a demonstrated commitment to safety; hold dynamic risk-management skills; and have experience using and maintaining equipment worth millions of dollars. Nearly six in 10 employers cited negative stereotypes about veterans, including post-traumatic stress disorder (PTSD) as a deterrent. About one third of companies interviewed were concerned about deployments. While the study documented challenges to hiring veterans, it also cited many of the same positives reported by the construction equipment dealers we interviewed. Leader- ship and teamwork skills were the most commonly cited reasons for hiring veterans, according to the study. Employ- ers also perceive veterans to be trustworthy, dependable, drug-free and to have a strong work ethic. Other employ- ers, especially those that emphasize safety, appreciate experience following established procedures. In addition, some, like Modern Group and Sunstate Equipment, value occupational skills. With business improving and special incentives for hiring veterans, there is a good opportunity for dealers to sharpen their approach to recruiting veterans. The most common outreach strategies include Base Visits/Transition Assistance Program (TAP), military career fairs, partner- ships, and employment websites. Thinking beyond those whose skills may not be an exact match for a dealer, may help tap into new sources of talent. n JOANNE COSTIN is a freelance writer and marketing consultant focusing on the construc- tion industry. She can be reached at (847) 358-1413 or jcostin@costincustom.com.