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to race, color, religion, national origin, age, sex, marital status, ancestry, physical

or mental disability, veteran status, gender identity, or sexual orientation.

being given the opportunity to provide the following information in order to help us

If you believe you belong to any of the categories of protected veterans listed below,

information in order to measure the effectiveness of the outreach and positive

naval or air service who is entitled to compensation (or who but for the receipt of

military retired pay would be entitled to compensation) under laws administered by the

A 'recently separated veteran' means any veteran during the three-year period beginning

An 'active duty wartime or campaign badge veteran' means a veteran who served on active

duty in the U.S. military, ground, naval or air service during a war, or in a campaign

An 'Armed forces service medal veteran' means a veteran who, while serving on active

duty in the U.S. military, ground, naval or air service, participated in a United

Because a person may become disabled at any time, we are required to ask all of our

medical condition that substantially limits a major life activity, or if you have a

Federal law requires employers to provide reasonable accommodation to qualified

include making a change to the application process or work procedures, providing

documents in an alternate format, using a sign language interpreter, or using

Veterans and the Americans with Disabilities Act (ADA): A Guide for Employers

Each year, thousands of military personnel stationed around the world leave active duty and return to jobs they held before entering the service, or begin the search for new jobs.

about thirteen percent of all veterans.[2] Common injuries incurred by these veterans include missing limbs, burns, spinal cord injuries, post traumatic stress disorder (PTSD), hearing loss, traumatic brain

Title I of the ADA prohibits an employer from treating an applicant or employee unfavorably in all aspects of employment -- including hiring, promotions, job assignments, training, termination, and any other terms, conditions, and privileges of employment

Finally, the ADA provides that, absent undue hardship ('significant difficulty or expense'), applicants and employees with disabilities are entitled to reasonable accommodation to apply for jobs, to perform their jobs, and to enjoy equal benefits and

the term 'major life activities' includes not only activities such as walking, seeing, hearing, and concentrating, but also the operation of major bodily functions, such as functions of the brain and the neurological system.[4] Additionally, an impairment need not prevent or severely or significantly restrict performance of a major life activity to be considered substantially limiting;

limits a major life activity must be made without regard to any mitigating measures (e.g., medications or assistive devices, such as prosthetic limbs) that an individual uses to lessen an impairment's effects;

or in remission (e.g., epilepsy or PTSD) are considered disabilities if they would be substantially limiting when active.[5] Although the ADA uses different standards than the U.S. Department of Defense and the VA in determining disability, many more service-connected disabilities will also be considered disabilities under the ADA than prior to the ADA Amendments Act. In

fact, some service-connected disabilities, such as deafness, blindness, partially or completely missing limbs, mobility impairments requiring the use of a wheelchair, major depressive disorder, and PTSD, will easily be concluded to be disabilities

as individuals with disabilities or 'disabled veterans' when the employer is: An employer also may ask organizations that help find employment for veterans with disabilities whether they have suitable applicants for particular jobs and may access websites on which veterans with disabilities post resumes or otherwise express

If an employer invites applicants to voluntarily self-identify, the employer must indicate clearly and conspicuously on any written questionnaire used for this purpose, or state clearly (if no written questionnaire is used), that: Information collected for affirmative action purposes must be kept separate from the application to ensure that confidentiality is maintained.

Federal agencies also may use specific rules and regulations, called 'special hiring authorities,' to hire individuals with disabilities outside the normal competitive hiring process, and sometimes are even required to give preferential treatment to

Here are some of the special hiring authorities federal agencies may be able to use to hire veterans with disabilities: For more information on veterans' preferences and special hiring authorities, see the 'Vet Guide' on the U.S. Office of Personnel Management (OPM) website at, 'Feds Hire Vets - Veterans' Preference' at, and Special Hiring Authorities for Veterans at;

VEVRAA also requires these businesses to list their employment openings with appropriate employment service delivery systems, and to give covered veterans priority in referral to such

First, the ADA requires employers to ensure that online job announcements, recruiting information, and application processes are accessible to individuals with disabilities, including applicants who have service-connected disabilities.

that any employer may take to recruit and hire veterans with disabilities, such as: Even where employers do not specifically recruit veterans with disabilities, they should make sure that there is nothing in a job announcement or on an application form that would discourage anyone with a disability from applying.

should not state in vacancy announcements that applicants must be in 'excellent health' or describe how a function must be performed (e.g., 'requires extended standing') but, instead, should describe the actual function to be performed (e.g.,

During the application process, an employer may explain what the hiring process involves (e.g., an interview, timed written test, or job demonstration) and ask all applicants whether they will need a reasonable accommodation to participate

In addition, if an employer reasonably believes that a veteran with an obvious service-connected disability (e.g., a veteran who is blind or missing a limb) who is applying for a particular job will need a reasonable

While the ADA requires employers to make certain adjustments for veterans with disabilities called 'reasonable accommodations,' USERRA requires employers to go further than the ADA by making reasonable efforts to assist a veteran who is returning to

Information for Veterans

We work with community and government partners to provide timely federal tax-related information to Veterans about tax credits and benefits, free tax preparation, financial education and asset-building opportunities available to Veterans.

With so many tax benefits available today, taxes can serve as the starting point for a dream leading to stronger financial security for many people.

Also check out the partner Outreach Corner for links to newsletter articles, podcasts, widgets and other electronic products to help reach out to customers with timely tax news they may need.

Veterans are eligible for various tax credits including the Earned Income Tax Credit, a refundable federal income tax credit for low- to moderate-income, working individuals and families.

The credits provide a tax break for eligible service members, allowing them to keep more of what they've earned and build a financial cushion for unexpected emergencies.

Many SPEC partners have incorporated financial education and asset building programs and services such as income support, debt and credit counseling, financial education training, banking education, home ownership and small business management into their free tax return preparation activities.

MilTax, Military OneSource’s tax services, provides online software for eligible individuals to electronically file a federal and up to three state returns for free through the Military OneSource website.

The service also includes tax consultants available by phone to answer tax questions related to deployment, multi-state filing, combat pay, plus share information on military-specific and civilian tax deductions and credits.

Under this federal law, Veterans who suffer combat-related injuries and are separated from the military are not to be taxed on the one-time lump sum disability severance payment they receive from the Department of Defense.

IRS attends many Stand Down events and provide services such as help with letters, notices and levies on wages or bank account, free tax preparation and assistance from the Taxpayer Advocate Service to ensure that every taxpayer is treated fairly.

Veterans and their loved ones can call 1-800-273-8255 and Press 1, chat online, or send a text message to 838255 to receive confidential support 24 hours a day, 7 days a week, 365 days a year.

The IRS Veterans Employment Program Office is designed to provide quality training and work experience to wounded warriors and Veterans by offering various non-paid internship opportunities within the IRS as well as help Veterans who qualify for one or more of the three special hiring authorities to become gainfully employed within the IRS.

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