There are some organizations that are getting experience and are getting fairly good at this-- police forces, first responders, transit commissions. They are dealing with PTSD among their own employees and they are learning how to accommodate, and it's all about the triggers. If you have a veteran who's going to work with a new employer, first of all they don't have a legal obligation to say that they have a disability. They do need to say if they need an accommodation of some kind. I would think that if it's a sophisticated employer with a good corporate health function, they would be able to figure out with their new employee what needs to be avoided, and what needs to be put in place to ensure that the post-traumatic stress is not triggered and the person is—as you said—back at square one. It warrants a lot of conversation, because the individual knows what's best for them, and they know generally what they need and what they need to avoid. So it's dialogue.
On November 26th, 2013. See this statement in context.