515-223-5119 info@ineda.com

[Source: INEDA, 05.2017 | Keywords: Human Resources, Employment, Veterans]

If you’re interviewing veterans for a position, you want to learn about their skills but don’t want to risk breaking the law. Here’s a rundown of what you can and cannot ask.

On Type of Discharge

Don’t ask: What type of discharge did you receive from the military?

Instead ask: Nothing about the type of discharge unless you work for Uncle Sam and are trying to determine the candidate’s eligibility for federal employment.

On Current Military Status

Don’t ask: Will you be deployed anytime soon?

Instead ask: Nothing. Even if you can read on the resume that a candidate is in the Reserves or the National Guard, you are not permitted to ask them if they are going to be deployed. It is against the law to discriminate against someone who holds membership in the Reserves or the National Guard.

On Potential Disabilities

Don’t ask:

• Are you physically or mentally disabled?

• Do you have PTSD?

• Do you have any brain injuries?

• Do you see a psychiatrist?

• Did you get hurt in combat?

Instead ask:

• Did you read the job description?

• Can you tell me about your training and education?

• What did you do in the military?

• Can you do the minimum requirements for this job?

• With or without reasonable accommodation, can you do the job?

Asking veteran applicants questions about their disability is illegal according to the Uniformed Services Employment and Reemployment Rights Act and the Americans with Disabilities Act.