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Jamison's Veterans Employee
Resources Group (J-VERG)
Our Commitment
We, at Jamison, understand that when military service members transition to the civilian workforce, they often miss the camaraderie and closeness of the military culture. Hence, our mission is to embrace our proud community of employee veterans who support and encourage each other through shared experiences, veteran recruitment, career development, outward engagement, coaching, mentoring, professional growth, and retention. Bringing together our unique background of military service, we seek to harness these strengths to better serve our firm, community, and clients.
Activities
- Enhance external outreach and recruitment efforts for veterans.
- Promote Veteran’s Self Identification
- Promote self-nomination for open opportunities.
- On Veteran’s Day, dedicated social media posts with our veterans’ names.
- Birthday Program, where employees can take a paid day off.
- Flexible Time Off Program.
- The veteran supervisor is involved in the recruiting process.
- Pair with a “buddy” to help them acclimate to their workplace.
- The veteran supervisor and the Project Manager serve as mentors for all our veteran employees, especially those newly hired.
- Other veteran employees can serve as a backup when the supervisor is out of the office.
- The program is administered by the HR Department.
- To promote social activities, on-site visits are scheduled per year. In the meantime, virtual meetings take place.
- Veteran Group Chats to assist with urgent matters.
- Offers, discounts, and opportunities to veterans through our employee discount program.
- Specific New Hire Orientation Program for our recently hired veteran employees.
- 30-60-90 Veteran Transition Plan into the Workplace
HR Manager Responsibilities
- Assist in the identification of problem areas, formulate solutions, and establish goals and objectives when necessary.
- Monitoring the effectiveness of the program on a continuous basis through the development and implementation of an internal audit and reporting system that measures the effectiveness of the program.
- Keeping the Chief Operating Officer informed of equal opportunity progress and problems within the company through weekly reports.
- Ensure employees who are protected veterans are treated in a non-discriminatory manner in all employee practices, including when making decisions for hire, promotions, training, etc.
- Maintain confidentiality of any information regarding self-identification of protected veteran status.
