Business Ethics 301 Essay

In the past few years there has been increasing discussion about how to provide adequate care for the increasing number of veterasn who are eligible for care through the Veterans’ healthcare administration (VHA). There are concerns is that the VHA is not providing the level of access, efficiency, and quality of care that veterans expect. Lee & Begley, (2016) suggest access to care for the veteran population may be resulting in poor health outcomes. In response to these concerns, the Veterans ' Access to Care through Choice, Accountability, and Transparency Act (VACAA) of 2014, also known as the Veterans Choice Act, was created to improve Veterans’ healthcare. The VACAA proposed to do this by expanding the number of options veterans have for receiving healthcare, by providing access for healthcare at non-VA care centers as well as providing for an increase in staffing at VA facilities (U. S. Department of Veterans Affairs, 2016).

Over the past 15 years, the Veterans Benefits Administration (VBA) has seen a dramatic increase in the average degree of disability, growth in the number of compensation recipients, a rise in the number of medical issues claimed and an increased level of complexity of claimed issues. To illustrate this point, prior to the September 2011 terrorist attacks, 333,700 Veterans received compensation at the 70-100 percent level; however, these figures rose to over 1.1 million by the end of 2013. Additionally, since 2009, VA’s disability compensation workload rose 132 percent. This is in large part due to an unprecedented demand resulting from over a decade of war, military downsizing, economic issues, increased outreach, the addition of presumptive conditions and an aging Veteran population.

To begin with, veterans are the reason why we still prosper and have freedom in the United States of America. However, on an article about veteran employment the

It’s possible to distinguish higher levels of employment among female veterans than female non-veterans. In fact, the U.S. Department of Veteran Affairs (2016) reports that around 34.2% of women

Guaranteeing that veterans, their families can retrieve the full range of benefits available to them fighting for the interest of injured heroes on Capitol Hill instructing the public about the great sacrifices of veterans transitioning to civilian life. Offer free professional assistance to veterans, their families in obtaining benefits, services earned through military service are prepared by the Department of Veterans Affairs (VA) other agencies of government. Offer outreach concerning its program services to the disabled veterans their families specifically. Signifying the interests of disabled veterans, their families, their widowed spouses, their orphans before Congress, the White House the Judicial Branch, as state local government.

The unemployment rate among non-disabled veterans of working age was 12% in 2013 while that among disabled veterans was at 7%. This is partly attributed to the large portion of disabled veterans who were not working in the labor force. According to CBO, disabled veterans had a 31% chance of being employed compared to a 19% chance of other veterans.

If a person is poor, it will be a meager goodness of fit, if the person is a veteran, they actually can fair a little better, if they can get into VHN. There are limited

Many transitioning veterans face an arduous battle with The Veterans Administration. (VA) There are times, veterans feel the battle is greater than the benefits. Many would rather forgo the VA process altogether to avoid the battle. The VA offers disability benefits for veterans that received service-connected injuries or conditions that qualify for benefits. Injuries can range from Post-Traumatic Stress Disorder/ Traumatic Brain Injury to Sleep Apnea. Once veteran’s separate from their military service, they have to fight for benefits the government promised would be there. (VA 2016) Many times it is not the wounds that can be seen, it is the ones that are not visible which

Having workers with disabilities can be beneficial to organizations. Sotoa & Kleiner, 2013, recommend to incorporate disability into the agency’s diversity statement, increase supervisor knowledge of the employment of people with

Susannah Caum, Disability navigator worked with this Vet in the past as well (emails form Susannah and Dan ate attached as well). Nevertheless, the Vet is asses as a non-SBE Veteran ( with his pension and SSD he makes more many that is needed to be in that category and his disability is not service connected, secondly, although he is unemployed for more than 27 weeks, his military separation is before three year period), so he is a candidate for Disability navigator,

2) a. In the workplace everyone should have equal opportunity to advance in their line of work. Employers should not discriminate anyone who tries for the job. In this case, the veteran wants to apply for a supervisory position. With the details about him suffering from back pain do to his Vietnam conflict experiences, employers most likely would not promote him. However, under the Americans with Disabilities Act, employers are not allowed to discriminate anyone based on a disability. So in this case, employers have to see past the disability and focus on his credentials and skills.

The decision was made to hire disabled Veteran based on Mr. Kaun’s experience as a VAWS with our organization and his extensive knowledge of the Veteran’s program, DVOP/LVER roles, our website, CareerSourcePinellas Programs and services. As well as knowledge of EFM, Atlas, and desire to service the Veteran population

In a study, when recruiters were asked to choose a suitability applicant for employment in a hypothetical administrative assistant position. They ended up giving less employability rating to applicants with a disability compared to the one without disability. This clearly shows stereotyping in few work places. (Bricout, John C., and Kia J. Bentley.).

be protected by the A.D.A. this person must have a long standing record of this

In relation to the situation, the following data is also pertinent: “Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.