Hiring veterans is incredibly important for businesses to consider as part of their recruitment strategy. Bringing veterans on board can pay off, as they bring a wealth of experience and transferable skills to the table. Businesses that take veterans on should look into the tax credits on offer, as there are fantastic financial incentives for doing so.

The connection between hiring veterans and obtaining tax credits is clear – the more veterans a business takes on, the more tax credits they can cash in on. Businesses can capitalize on tax credits for hiring veterans and make the most of the savings. 

The tax credits help sweeten the deal and offset some of the costs of recruitment and training. So it makes great business sense to tie veterans recruitment drives together with a focus on gathering up all available tax credits.

Companies that pull out all the stops to bring veterans into their workforce will reap the rewards on multiple fronts – strengthening their teams as well as beefing up their bottom line.

The Work Opportunity Tax Credit (WOTC) gives employers and nonprofits that take on veterans a break on their taxes. It chops down your tax bill by up to 40% of the wages you shell out. 

The Returning Heroes Tax Credit now holds out incentives of up to $5,600 for hiring veterans who are out of work. The Disabled Veteran Tax Credit doubles the existing Work Opportunity Tax Credit for veterans with service-connected disabilities who have been out of a job for a long time. It can result in tax savings of up to $9,600.

Employers can claim these credits for veteran wages paid through December 31, 2025. So it pays off to seek out qualified veteran hires and hold onto them. The credits phase out if the veteran works over 400 hours.

The key thing is for businesses to fully look into and take advantage of all the tax credit options out there. They shouldn’t miss out on this opportunity to get something back. If companies get their heads together and develop the right approach, they can align their hiring processes to maximize their tax credits. At the end of the day, the more veterans they take on, the more they will claw back, making the venture well worth their while.

Tax Credits for Hiring Veterans: An Overview

In this section, we will delve into the topic of tax credits for hiring veterans. We will explain what these tax credits entail, explore the various types of tax credits available for companies who hire veterans, and scrutinize the eligibility criteria that companies must meet to claim these tax credits.

Explanation of What Tax Credits For Hiring Veterans Are

The government offers tax breaks to encourage companies to take on veterans. Businesses that bring veterans on board can cut down on the taxes they shell out. Companies that take advantage of these credits free up money that would otherwise get swallowed up by taxes.  

The credits give companies incentives to reach out to veterans and take them under their wing. Businesses that step up and extend job offers to former military personnel can cash in on these tax perks. The credits give companies a leg up if they decide to scoop up qualified veterans and fold them into their workforce.  

Essentially, the tax credits allow companies to knock off part of their tax bill if they opt to pick up veterans and fold them into their organization. The government throws these credits out there to entice businesses to gather up former military members and plug them into civilian jobs. So, companies that absorb veterans can pay down their IRS payments. The credits reward businesses for taking veterans in and giving them a fresh start.

Types of Tax Credits Available for Hiring Veterans and Eligibility Criteria for Companies to Claim These Tax Credits

We’ll break down the various tax credits that firms can tap into, as well as lay out the criteria businesses need to meet to qualify for these incentives. Whether your company is ramping up hiring or has openings to fill, check out the tax credits you can leverage and the steps to follow through on claiming them.

• Qualified Long-term Unemployment

The Qualified Long-term Unemployment tax credit for hiring veterans kicks in when an employer takes on someone who has been out of work and collecting unemployment benefits for a while. The new hire has to stick with the job for at least 27 straight weeks for the employer to cash in on this break.

If the previously unemployed person stays on board and puts in at least 120 hours, the employer can claim back 25% of the first year’s wages paid to them, up to $6,000. That works out to a maximum tax credit of $1,500 to be deducted.

If the new recruit commits and clocks 400+ hours in their first year, the employer can claim back an even higher percentage – 40% of the first $6,000 paid to them. This bumps the maximum credit up to $2,400.

So the longer an employer holds on to and hangs onto a qualified long-term unemployed individual, the higher the tax credit they can take advantage of. This incentive aims to motivate companies to take chances and provide opportunities to those who have been out of the workforce for extended periods collecting unemployment checks.

• Short-term Unemployment

The short-term unemployment tax credit for hiring veterans gives employers a financial break for hiring veterans who have been out of work and collecting unemployment benefits for at least 4 weeks. It allows employers to take or claim up to 40% of the first $6,000 of wages (up to $2,400) as a credit against taxes owed.

• Long-term Unemployment

The long-term unemployment tax credit for hiring veterans is intended to incentivize employers to take on veterans who have been out of work and collecting unemployment benefits for an extended period. It allows employers to get back or recoup 40% of the first $14,000 of wages (up to $5,600) if they bring on board veterans who have been drawing on unemployment compensation for more than 6 months.

• Veterans with Services-Connected Disabilities

The policy maintains the current veteran Work Opportunity Tax Credit that is offered to veterans who were discharged from the military within the past year and have service-connected disabilities. This existing tax credit gives employers a tax break when they take on these eligible veterans. Specifically, the employer can cash in on a tax credit equal to 40% of the first $12,000 in wages paid out to the veteran.

So if the employer shells out  $12,000 in wages to the veteran, they can claim back up to $4,800 of grants for hiring veterans. This tax credit aims to incentivize employers to bring on veterans who may be facing additional obstacles as they transition back into civilian work after their military service. By keeping this tax credit intact, the policy seeks to level the playing field for disabled veterans entering or re-entering the workforce.

• Long-Term Unemployed Veterans with Services-Connected Disabilities

The new tax credit is aimed at encouraging companies to take on veterans who have fallen through the cracks. By giving firms a significant break on taxes, the government is reaching out to get businesses to step up and bring in veterans who are down on their luck.

The credit applies to veterans with service-connected disabilities who have been out of work and living on unemployment benefits for an extended period. After half a year without a job, these veterans have likely felt left behind and left out of the workforce.

To qualify for grants for hiring veterans, companies must make the effort to seek out and take on these veterans who have been left on the sidelines. If they hire and retain these veterans for a period of time, businesses can cash in on up to $9,600 for each veteran employed to make up for some of the cost.

The tax credit provides a solid incentive for companies to go the extra mile and lend a helping hand to veterans who need a leg up. Offering an opportunity to veterans stuck in a long spell of unemployment will help them get back on their feet and turn their lives around.

• Maximizing Tax Savings with WOTC

Some tax-exempt groups can cash in on the Veteran Work Opportunity Tax Credit by bringing on board qualified veterans and getting a credit against the employer’s contribution to Social Security taxes.

By signing up for the Veteran Work Opportunity Tax Credit and taking on eligible veterans, tax-exempt groups can knock down the taxes they shell out for Social Security, freeing up funds that would otherwise be forked over to the government. The credit chips away at the organization’s tax bill, putting money back in their pocket.

So nonprofits should jump on this chance to lower their payroll tax costs when staffing up with veterans who meet the requirements. Taking advantage of the Veteran Work Opportunity Tax Credit is a no-brainer way for tax-exempt groups to hold on to more of their money rather than handing it over to Uncle Sam.

Detailed Analysis of Each Tax Credit

Below we have dug into the nitty-gritty of various tax credits by laying out their definition, and eligibility criteria, and spelling out the benefits they hold out to employers. We have delved into the fine print to parse out the key details and boiled down the most vital information on each tax credit.

Work Opportunity Tax Credit (WOTC)

Definition and Eligibility Criteria

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The Work Opportunity Tax Credit (WOTC) is a federal tax credit that offers incentives for employers to hire individuals from certain targeted groups who have consistently faced significant barriers to employment. The purpose is to help disadvantaged individuals gain access to and succeed in the labor market.

The WOTC targets certain disadvantaged groups, such as veterans, individuals with disabilities, those on government assistance, ex-felons, and unemployed youth. Specific eligibility criteria apply to each group.

• Relatives and previous employees do not qualify. Also, undocumented noncitizens cannot be claimed for the tax credit even if hired.
• The WOTC is available to most private, for-profit businesses. Non-profit organizations can also participate if they are tax-exempt under 501(c) or 501(a).

Benefits it provides to employers

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The WOTC allows employers to claim a tax credit based on the first year of wages and salary paid to new hires from the targeted groups. The amount of credit available ranges from $2,400 up to $9,600 per employee, depending on the target group and hours worked.

The credit amount phases in gradually based on the number of hours worked by the eligible employee in the first year:

• For employees who work at least 120 hours but less than 400 hours, employers can claim a partial tax credit.
• For those who work 400 hours or more, employers can claim the maximum full tax credit.

Disabled Veterans Tax Credit

Definition and Eligibility Criteria

The Disabled Veterans Tax Credit provides property tax relief to military veterans who were disabled during their service. Here is an in-depth look at who qualifies:

• To qualify, a veteran must have separated from the armed forces honorably. This means receiving an honorable discharge or retiring after completing their service commitment.
• Additionally, the veteran must have a service-connected disability rating of 50% or higher from the VA. Or, they may have an extra-schedular rating that brings their total disability rating up to 100%. The higher the disability rating, the larger the tax credit.
• If an eligible disabled veteran passes away, the exemption carries over to their surviving spouse, provided they do not remarry.
• The tax credit equals the veteran’s disability percentage applied to the first $180,000 of their home’s taxable value. For example, a veteran with a 60% disability rating would be exempt from paying property taxes on 60% of the first $180,000 of their home’s value. This equates to a $108,000 exemption.

Benefits it provides to employers

The disabled veterans tax credit allows employers to take up writing off a portion of the wages paid to disabled veterans against their federal income tax. 

The credit amounts to up to $5,000 for each qualified veteran hired. If the veteran has a service-related disability that is categorized as severe, the employer can receive a credit of up to $9,600 per employee.

Federal Empowerment Hiring Credit

Definition and Eligibility Criteria

The Federal Empowerment Hiring Credit is a tax credit that was put forward to encourage businesses to hire and retain employees from certain target groups that face significant barriers to employment. The goal was to spur economic growth and job creation in disadvantaged urban and rural areas designated as empowerment zones by the federal government. 

To dig into who can claim this credit, businesses must meet certain criteria.

1. Firstly, the company must have employees that fall into target groups, such as vocational rehabilitation referrals, unemployed veterans, ex-felons, recipients of food stamps, and those living in empowerment zones.
2. Secondly, the employer must keep records to back up each employee’s eligibility.

Benefits it provides to employers

The tax credit gives employers located in empowerment zones a handy windfall. They can claim up to 20 percent of the first $15,000 of annual wages paid or incurred for services carried out within the zone by residents of that zone.

This credit gives employers a leg up to take on more disadvantaged zone residents and provide them with gainful employment. It helps employers buffer the costs of training these employees and compensating them. The credit essentially subsidizes creating employment opportunities for zone residents.

The empowerment zone residents also reap the fruits of this credit. It incentivizes employers to seek them out for job openings. The residents can then work their way up the career ladder.

Tax Credits and The Hiring Process

Tax credits can really pay off for businesses when bringing on new employees. However, to cash in on these credits, employers need to be clued in on how to properly fold them into the hiring process. 

This section will break down everything you need to know to take advantage of tax credits. We’ll walk through how to file for these credits, dig into the nitty-gritty details like maximum amounts and important deadlines, and lay out the time frames you’ll need to keep in mind to claim these financial benefits. The process may seem complicated at first glance but read on to get the full lay of the land and start reaping the rewards that tax credits have to offer.

Integrating Tax Credits into the Hiring Process

Companies can take advantage of several tax credits when hiring new employees that meet certain criteria. Taking the time to factor these tax credits into the hiring process can end up saving businesses thousands of dollars. Here’s an overview of how to make the most of these tax credit opportunities:

1. Look into WOTC

The Work Opportunity Tax Credit (WOTC) provides incentives for employers to hire individuals from certain target groups who face significant barriers to employment. Some examples include long-term unemployment recipients, veterans, ex-felons, and recipients of government assistance programs. The maximum tax credit per employee ranges from $1200 to $9600, depending on the target group.

2. Scrutinize candidates for eligibility

During the recruiting and interviewing phases, be sure to have applicants fill out a pre-screening form to determine if they may qualify based on the WOTC target groups. Checking for eligibility early on will allow sufficient time to complete the certification process.

3. Complete certification paperwork

Once a qualified candidate is identified, submit a certification request to the state workforce agency within 28 days of their start date. The request will verify the individual’s eligibility and provide the IRS certification needed to claim the tax credit.

4. Claim WOTC on tax returns.

After receiving certification, make sure to claim the WOTC when filing federal tax returns for the year the employee was hired. The credit can be carried back one year or forward for up to 20 years until fully utilized.

5. Look into other targeted tax credits.

In addition to the WOTC, also consider other tax credits for hiring specific populations, like the Empowerment Zone Employment Credit for employees living in certain urban and rural areas. There is also a tax credit for access expenditures related to accommodating disabled employees.

6. Consult a tax professional.

To ensure all eligible tax credits are maximized, consider having a tax professional or CPA do a full review of the hiring process. They can help build tax credit claiming into the onboarding process for new hires to guarantee no opportunities are missed.

With some extra diligence during the recruiting and hiring phases, companies can identify candidates that make them eligible for significant tax savings.

How to File For These Tax Credits

Taking advantage of these credits can add up to significant savings come tax time. To claim these credits, there is some upfront paperwork required:

• Work Opportunity Tax Credit: When making a qualifying hire, complete IRS Form 8850 by the worker’s first day and send it to your state workforce agency. After the employee reaches 120 hours, fill out IRS Form 5884.

• Empowerment Zone Tax Credit: No pre-approval is needed. Just keep documentation showing the employee’s address and file Form 8844.

• Disabled Access Tax Credit: Keep receipts for accommodation expenses and file Form 8826.

Taking full advantage of these credits takes some extra paperwork. But for businesses that qualify, it is well worth jump-starting through the hoops to potentially put thousands of dollars back in your pocket. Most can roll forward to apply against taxes in future years, too.

Maximum Credit Amount

• Work Opportunity Tax Credit

For most target groups, the WOTC is 25% of qualified wages in the first year of employment, up to the maximum credit amounts. For long-term TANF recipients, the rate is 40%.

The maximum tax credit is generally $2,400 per employee. However, the credit can go up to $9,600 for qualified veterans entitled to unemployment benefits for at least 4 weeks.

For employees who worked at least 120 hours but fewer than 400 hours, a reduced credit of 25% of qualified wages up to $6,000 can be claimed. Up to $24,000 in wages can be taken into account for certain veterans.

• Empowerment Zone Tax Credit

The WOTC allows companies to get back up to $3,000 for each qualifying employee hired. This is pieced together as 20% of the first $15,000 in wages paid out to that worker. So, if an employer pays $15,000 in wages to a new hire who lives in an Empowerment Zone, they can cash in on the full $3,000 tax credit. If the wages are less than $15,000, the credit is simply 20% of whatever that amount ends up being.

• Disabled Access Tax Credit

The Disabled Access Tax Credit comes about through Internal Revenue Code 44. It permits qualifying small businesses to claim up to $5,000 in credits for half of the costs associated with improvements, topping out at $10,250 in expenses. However, no credit applies for the first $250 laid out.

What sorts of upgrades make businesses eligible for this accessibility tax credit? The list focuses heavily on modifications that smooth out barriers for those in wheelchairs or with other mobility impairments.

Widening doorways, adding grab bars in restrooms, putting in ramps, lowering counters, and creating accessible parking spaces all fall under qualifying improvements. Expenses related to signage and equipment needed for visual and hearing impairments may also make the cut.

Important Deadlines and Time Frames for Claiming These Credits

To smoothly leverage these programs, mark these deadlines on your calendar:

• Work Opportunity Tax Credit

The forms(IRS Form 8850 and ETA Form 9061) must be submitted online or postmarked no later than 28 days after the employee starts work. If you miss this 4-week window, you’ll be out of luck when it comes to claiming the tax credit for that employee.

At the moment, the WOTC is authorized through December 31, 2025. That means employers have about three years left to take advantage of this program before it wraps up or potentially sunsets. 

• Empowerment Zone Tax Credit

To claim these credits, businesses must follow some important deadlines and time frames:

• Tax Year Deadline: The credits are claimed on the business’s annual income tax return. Returns for calendar year businesses are due by April 15 each year.

• Extension Deadline: Businesses can request an automatic 6-month extension to file their return, pushing the deadline out to October 15 each year.

• Disabled Access Tax Credit

You can submit your DATC application to the Canada Revenue Agency (CRA) at any time before the end of the tax year in which you incurred eligible expenses. However, applying together with your tax return can bog down the approval process. The CRA must finish assessing your return before they can process your DATC claim. This back-and-forth can draw things out.  

To avoid potential slowdowns, get the ball rolling on your DATC submission well in advance of tax season. Apply as early in the tax year as possible once you’ve made qualifying accessible upgrades.

The CRA aims to process DATC applications within 8 weeks. However, this timeline only starts once your application is complete with all required documents. If the CRA has to come back to you for more information, it will extend the processing time frame.

Benefits of Hiring Veterans

Companies across industries are wising up to the tremendous assets veterans can be and actively recruiting those who have served. With their unique skills, experiences, and attitudes, veterans make invaluable additions to the workforce. Hiring veterans can pay dividends through increased team morale, productivity, and more.

Unique Skills and Qualities Veterans Bring to the Workforce

After serving in the military, veterans enter the civilian workforce armed with a unique skill set. Their training equips them with discipline, teamwork, problem-solving abilities, and the capacity to perform under pressure – all highly sought-after qualities in employees.

Veterans are accustomed to working within strict hierarchies and rules, allowing them to adapt well to company policies and management structures. Their technical skills picked up through military service, such as engineering or computer science, can fill gaps in industries starved for talent.

Positive Impact on Team Morale and Productivity

Equally important is the mindset and attitude veterans develop in the military. They embody values of integrity, dedication, and hard work.

Veterans take initiative and don’t shy away from challenges or leadership roles. They get up to speed quickly and aren’t afraid to roll up their sleeves to get the job done. Their mission-focused outlook propels them to achieve team objectives. These soft skills enable veterans to have an outsized positive influence on company culture and team cohesion.

Managers find that integrating veterans helps to motivate others and raise performance standards. Their grit and determination are infectious.

Veterans don’t tolerate slackers; they will encourage teammates to push themselves to excel. Their courage under fire and resiliency in the face of challenges inspire fellow employees when times get tough. Veterans are used to putting service above self and will lift those around them.

Best Practices for Hiring and Supporting Veterans  

With thousands of service members transitioning back to civilian life each year, hiring veterans has become a major focus for many companies. However, attracting and onboarding veteran employees is just the first step. Here are some best practices for recruitment, onboarding, and supporting veterans in the workplace. 

Strategies For Effective Veteran Recruitment and Onboarding  

When it comes to veteran recruitment, casting a wide net is important.

• Leverage military-specific job boards and LinkedIn groups, and build relationships with local veterans organizations.
• Make sure job postings clearly state that veterans are encouraged to apply.
• Highlight transferrable skills gained from military roles and provide training on translating military experience to civilian terminology.

Once veterans are hired, thoughtful onboarding can aid the transition. 

• Assign a veteran mentor or peer buddy to provide guidance on company culture and answer questions.
• Conduct dedicated orientations to explain company policies, procedures, norms, and available support programs.
• Offer training, if needed, on business software, communication styles, or other workplace skills.

Providing Ongoing Support and Accommodation for Veterans

Providing ongoing support and accommodation is key to ensuring their success and retention.

• Be understanding about deployments and time off for medical care related to service injuries.
• Provide flexibility when possible regarding schedules, telework options, and leave time. 
• Make accommodations as needed, such as allowing service dogs in the workplace.

Also, be aware that some veterans may need support related to PTSD, anxiety, depression, or physical disabilities.

• Confidential counseling services, wellness programs, and employee assistance programs can be invaluable.
• Foster an inclusive culture where veterans feel comfortable asking for accommodations.

With commitment and compassion, companies can create productive environments where veterans can thrive. Recruiting and supporting these skilled individuals strengthens businesses while also giving back to those who served the country. It’s a win-win when veterans transition successfully into meaningful civilian careers.

Success Stories of Employers Hiring Veterans

Examples of Companies That Have Benefited from Hiring Veterans

P&G

Consumer products giant Procter & Gamble (P&G) has made hiring military veterans a core part of its recruitment strategy ever since the Civil War era. This long-standing commitment has paid off handsomely, with over 2,000 veterans currently making up the company’s U.S. and Canada-based workforce. P&G credits its veterans program with delivering major gains in productivity, cash flow, and personnel management.

P&G has found that teams comprised of at least one veteran outperformed other teams by a wide margin. These teams saw a 22% boost in productivity compared to teams without any veterans. They also brought in nearly 13 times more mean cash flow.

The reasons for these gains tie back to the unique skills and experiences veterans pick up during their military service. Veterans often come armed with strong leadership abilities, problem-solving skills, and the ability to operate well under pressure. These transferable skills allow veterans to ramp up quickly and make immediate contributions to a new workplace.

Veterans at P&G have also proven adept at dealing with personnel issues. They are over four times more likely to be able to successfully address conflicts and get teams functioning smoothly again. Their experience assessing individuals’ strengths and areas for improvement assists with this.

Additionally, veterans within P&G have taken it upon themselves to advocate for hiring more veterans. They have helped explain to hiring managers the meaning and value behind what’s on a veteran’s resume. Veterans can articulate how their military experiences would enable a smooth transition into roles at P&G.

P&G plans to continue making military recruiting a priority. With over 2.24 million troops transitioning to civilian life in the coming years, there is a deep pool of talent for companies like P&G to draw from. Early indications are that doubling down on veteran hiring will lead to further gains in productivity, financial performance, and culture.

Science Applications International Corporation (SAIC)

Science Applications International Corporation (SAIC) has stood out as a shining example of a company that has greatly benefited from bringing veterans on board. The defense contractor, which pulls in around $7.5 billion in annual revenue, has made an impressive commitment to employing former members of the military.

SAIC has reaped rewards for its efforts to recruit and retain veteran workers. The company has raked in multiple accolades praising its dedication to those who have served. SAIC broke into the top 10 on Military.com’s list of the Top 25 Veteran Employers, coming in at #7. It also cracked Forbes’ ranking of 2022’s Best Employers for Veterans. On top of that, in 2022, SAIC scored its first Gold HIRE Vets Medallion Award from the Department of Labor.

The contractor’s focus on veterans shines through in its workforce numbers. A massive one out of every four SAIC employees served in the military. The company currently employs over 6,000 former service members. It goes above and beyond to cater to their unique needs and help them transition into civilian work.

SAIC offers stellar benefits geared toward veterans to attract and retain them. For example, it provides extra paid time off for medical appointments and treatment related to military service. The company also connects veterans through an employee network group. This allows them to band together and lend each other support.

On top of that, SAIC promotes veteran-owned businesses in its supply chain. It aims to source at least 3% of its subcontracts from firms that veterans have ownership stakes in. 

SAIC has bolstered its talent pipeline by rolling out the red carpet for veterans. It gains access to skilled, dedicated workers with experience working in a structured environment. Their specialized knowledge also helps the government contractor better serve its clients.

SAIC’s commitment to hiring veterans has paid dividends. Its success story demonstrates how bringing former service members on board can give companies a competitive edge. It’s a win-win situation that both strengthens the workforce and opens up opportunities for veterans as they transition back to civilian life.

Positive Experiences and Outcomes from Hiring Veterans

Hiring former military service members has turned out to be a boon for major corporations like Procter & Gamble (P&G) and Science Applications International Corporation (SAIC). These companies have gone above and beyond to bring veterans into the fold, and their efforts have paid off handsomely.

P&G has made recruiting veterans a cornerstone of its strategy ever since the days of the Civil War. SAIC likewise puts a premium on attracting and retaining veteran talent. About one out of every four employees at the defense contractor once served in the military.

Both companies have reaped huge rewards from their veteran-focused hiring initiatives. Teams at P&G that include at least one veteran significantly outperform all-civilian squads. These mixed teams saw productivity pick up by 22% and brought in substantially higher cash flows.

Veterans at P&G have also proven adept at ironing out personnel conflicts. Their military experience allows them to size up individuals’ strengths and weaknesses. This enables veterans to smooth over disagreements and get teams firing on all cylinders again.

SAIC also gains an edge over competitors by leveraging veterans’ specialized knowledge. Their familiarity with military structures and operations helps the contractor better serve government clients. Veterans have also taken it upon themselves to advocate for bringing more former service members on board.

The unique skills and experiences veterans build up while serving transfer seamlessly into the corporate world. P&G and SAIC have capitalized on veterans’ leadership abilities, problem-solving skills, and coolness under pressure.

Hiring veterans has also paid dividends when it comes to public recognition. SAIC has recently garnered accolades from Military.com, Forbes, and the Department of Labor.

Reaching out to veterans has been a win-win for P&G and SAIC. As more troops transition to civilian life, these companies plan to continue doubling down on hiring former military members.

Conclusion

In closing, this article lays out the main laws regarding hiring veterans, providing an overview of the different tax credits available to employers for bringing veterans onto their payroll. It digs into the employer benefits for hiring disabled veterans and how much employers get for hiring veterans. Real-world examples and success stories are put forth to showcase the benefits employers have reaped from employing veterans.

The tax credits available for hiring veterans should seal the deal and tip the scales for business owners mulling over whether to bring veterans into the fold. These credits hand companies money on a silver platter that can be funneled back into scaling up operations. There is no reason not to take advantage of this win-win opportunity.

The time has come for the business community to step up to the plate. Let us rally around our valued veterans, extend a hand, and help them land on their feet. Providing rewarding career opportunities to those who have served our country is the least we can do to pay back their selfless sacrifice. Companies that embrace this call to action will reap the benefits for their bottom line, all while contributing to the betterment of America’s heroes.

CCS Learning Academy prides itself on pairing up employers with the cream of the crop – veterans who will rise to the top. The goal is to put forward stand-out veterans who will step up, fit in with the company’s culture, and deliver results right off the bat. With our help, employers can lock in seasoned talent who will pay off in spades.

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