Recently, the EEOC issued guidance for employers to use in attending to disabled veterans seeking work. This guidance focuses on veteran’s rights under the ADA and its expanded scope under the ADAAA.
For example, Post-Traumatic Stress Disorder (PTSD) is more common among service veterans than the general public. It is discriminatory for an employer to refuse to hire a veteran because of a real or perceived PTSD disability. Furthermore, employers may not refuse to hire veterans based on perceptions about his or her ability to do the job because of a Department of Veteran Administration disability rating. Most applicants with a military disability rating from the VA are likely covered by the ADA.
Generally, employers may not ask for medical information from applicants before making a job offer, however employers may ask for affirmative action purposes. In order to avoid discouraging veterans, job announcements should not state that applicants should be in “excellent health” or describe how a function should be performed. Descriptions should be of the actual function to be performed. For more details about the EEOC guidance see this link: http://www.eeoc.gov/eeoc/publications/ada_veterans_employers.cfm