Night of Champions Highlights Adapted Athletics Program

The University of Alabama football team is not the only team on campus to bring home multiple championships in the past few years. The Adapted Athletics program has brought home six national titles since it was founded 13 years ago by Dr. Brent Hardin.

In 2003, Dr. Hardin and his wife moved to Tuscaloosa with a shared dream of starting an adapted athletics department. Hardin’s wife played collegiate wheelchair basketball at the University of Illinois and knew first-hand the value of that experience.

“There were and are so few collegiate adapted athletics programs in the country that we felt like there was a great need and that we had the ability to make it happen,” says Hardin.

With a small operating budget and just a handful of volunteers, Hardin and his team created the program by beginning with a women’s wheelchair basketball team. “Our belief was that you had to have a [team] in place for students to come.” says Hardin. “It was a gradual process to add more teams as we saw the success of the women’s program.”

Adapted Athletics now has scholarship athletes and full-time coaches for the men’s and women’s wheelchair basketball and wheelchair tennis teams. They also offer wheelchair track, adapted rowing, and adapted golf.

“It’s a common misconception that [wheelchair basketball] is slow paced or not aggressive in nature,” says senior wheelchair basketball player and Paralympic champion Jannik Blair.

“People are amazed to see the speed, the collisions, and how our athletes are flipping their chairs,” remarks Hardin. “I think it’s what really hooks people. It’s impressive.”

The program continues to coach phenomenal champions today. These athletes will be honored at the upcoming Night of Champions event on February 25 at Bryant Conference Center. The community will have an opportunity to meet these talented athletes and hear their personal stories. The event is free and starts at 5:00p.m. The first 250 guests will receive two free tickets to the wheelchair basketball tournament on Friday, February 26.

For more information regarding the adaptive athletics program or the Night of Champions event please visit www.champions.ua.edu

Hauling Out the Holly: Happy or Headache for HR?

There are experts aplenty who will opine that the holidays are a stressful time for everyone. While these days can create anxious moments for each one of us, it should be a time of joy, gathering with family and friends, and hope for the future. I, for one, embrace these days and endeavor to find the good associated with the holidays.

Unfortunately, some people experience extremely difficult issues during the holidays. This creates unique challenges to the HR professional in many forms. I’m not talking about the simple part of whether an employee is paid for the holidays.

The holidays are about our organizational culture. Whether organizations like it or not, employees look to the company leadership during this time with anticipation, concern and sometimes plain fear. I believe there is an important role for HR to play in making this time meaningful and yes, enjoyable. Allow me to explain:

First, bring your HR staff together and allow the team to discuss some potential problem areas that could arise for your employees and their family members. Share these thoughts with your management staff. Perhaps there are some employees and their families that may need assistance. If the firm has an Employee Assistance Program (EAP), encourage your employees to use it. Remember, being a good corporate citizen is not about bragging about your actions, rather, it is how we handle our actions.

Next, using your corporate policy handbook, determine if there are certain nonprofit service organizations your firm can assist during this time. There are many wonderful groups out there providing great support for our citizens so it would be a great opportunity to work with your employees to find the right groups to assist. Obviously, ensure that you have buy-in from executive-level leadership and legal counsel for an outreach campaign within the community.

The question also arises as to the religious nature of the holidays and whether the company even celebrates the holidays, including the holidays of others. These are questions best answered by your executive leadership and general counsel. Our business leaders should always appropriately understand and appreciate the viewpoints of all of our employees.

Should we or should we not pay a holiday bonus? This column is not of sufficient space to adequately address this much-debated topic. The evidence may not be empirical but little doubt exists that if you started a traditional of giving some cash for the holidays but decide this year to stop the practice – be prepared for the employee backlash.

Ah… what about decorating the office? Doesn’t it make your employees feel great when they see the office is outfitted with a holiday tree, or ornaments or cards? I know it makes me feel good to see it. You can bet that the vast majority of staff love the decorations and even take part in the activities. But, let’s again remember the need to be sensitive to others who may not celebrate this holiday season. Above all, create an atmosphere of inclusion in the festivities, not isolation for those who may differ in their beliefs.

It is said that this is a time for giving. Employees may want to swap gifts with each through name exchanges or random drawings. They ask, “Do I buy a gift for my employees? Should I gift my boss or her boss? How much do we pay for a gift for a co-worker? What if the employee doesn’t want to give or, worse yet, cannot afford to give others a gift? How do we handle the pressure of gift giving to each other?”

Remind employees there is no requirement from the company that an employee participate in a gift exchange during the holidays. This is a personal choice and not sanctioned by the company. As an HR practitioner, one has plenty of work pressures anyway so it should not be placed as the arbiter of gift exchanges at work. The policy should be that gift exchanges are neither encouraged nor mandated.

The Holiday Party – should we or shouldn’t we? On the heels of the tragic act in California, many will question whether these events are necessary anymore. This is a decision left to executives and your general counsel. In my opinion, these events are good for morale, especially if it take places at work where employees get an opportunity to see their fellow employees differently than what they see them doing at work every day. If the company has sponsored them in the past, then I encourage it to consider a party going forward. The best holiday events are the ones at the workplace.

Lastly, drinking at any of these events must be disallowed. There are simply far more chances of injury that can occur at the parties where alcohol is served. The events should be enjoyable to everyone but there is absolutely no reason to allow alcohol to enter the event. This protects the employee and employer. Too many cases and laws exist, which place employers at peril should they endorse the use of alcohol at any company function. Seek counsel to craft the appropriate message for employees, and this message should be generated at the chief executive levels and provided to all of your employees.

Hope these tips help, and to everyone, have a safe and happy holiday season.

P.S. Holiday pay is usually awarded when the employee works their last scheduled workday before the holiday, and their next scheduled workday after the holiday. TIP: Remember, some employees take vacation days before and after holidays, so this must be factored into the pay scenario.

Article by Larry Baldwin, SPHR, SHRM-SCP, MBA – Director of the Human Resource Institute at Culverhouse College of Commerce in The University of Alabama. A former HR Management executive and professional with over 30 years extensive experience management experience.

Back to Your Future!

It’s October 21, 2015, and the future has arrived. Today is the day that Marty McFly, valiantly traveled to our present day in the 1989 sci-film “Back to the Future.” People across the world have excitedly been sharing their comparisons of our world today to the 80’s film’s predicted future. While our current world may not live up to the hoverboards and self tying shoe laces in McFly’s 2015, it does offer the opportunities to help you make your future exactly what you want.

Through innovative technology and interactive teaching, professionals around the world are enhancing their skills and techniques every day. Certificate programs and continued education are on the rise as individuals are learning the importance of staying on the front end of trends and technology. While this may not seem important to some, more and more managers and CEO’s are seeing the value in having employees who are continuously learning to help keep their company on top in this ever-changing world.

Not only are these professionals increasing their value to their current employer but they have also learned and realized that these certifications can be used to market themselves for future jobs and promotions. Obtaining certifications prove that you’re capable of learning and retaining knowledge, while also showing that you’re committed to a career path, well versed in it and knowledgeable.

Although certifications certainly help professionals advance in their career, they also help individuals interested in starting a new career. As individuals progress in their field, they sometimes feel they should have pursued other options and begin to feel unhappy with their job. By obtaining certifications in the proper fields, individuals can become prepared to explore other options while also adding substance to their resume. By choosing to become certified in their field of interest, they are showing that they can learn and understand the concepts and tasks that may come with this new career change.

While it may be too late to order your brand new souped-up DeLorean outfitted with a flux capacitor, keep in mind it is never too late to redefine what your future will be. Invest in your future and continue your education and your future self will thank you.

Article by Kevin Lake, Communications Specialist for The University of Alabama College of Continuing Studies. Kevin also  currently serves as the Vice President of Communications for the Public Relations Council of Alabama West Alabama division.

 

A New Generation of Leaders.

As the baby boomers begin to retire and leave the workforce, the millennial generation is steadily beginning to be promoted in to supervisory and management positions. Although many workers with more seniority seem to think otherwise, this is a good thing!

In 2015 Millennials surpassed Generation X as the largest generation in the U.S. labor force. According to Pew Research Center, more than one-in-three American workers today are Millennials (adults ages 18 to 34). This milestone occurred in the first quarter of 2015, as the 53.5 million-strong millennial workforce has risen rapidly.

Millennials bring forth a new set of skills, values and expectations to the ever-growing workforce.  They are generally thought to be well educated and technologically savvy. Never before has there been a generation of workers that has grown in to their positions with as much access to knowledge and information as the millennial generation.

Even with the knowledge and skills, many members of the millennial generation still have major obstacles to overcome. The biggest issues facing Millennials being considered for a workplace promotion revolve around their possible lack of readiness for the position. Although many Millennials are believed to have the knowledge and expertise needed to do a good job, many senior workers still believe this new and upcoming generation lacks the skill sets needed to supervise and manage.

To better prepare Millennials for this upcoming challenge, we here at Bama At Work have decided to provide a few tips for our rising generation.

1. Attend Conferences

 Conferences allow you to network with influential people in your industry. They also provide an opportunity to learn more about the field you work in. Attend presentations that allow you to engage in topics that you may not be personally familiar with and allow you to learn from some of the brightest minds in your industry. Try to think of attending a conference as a small part of advancing the ultimate goal of your organization.

2. Continue Your Education

 Continuing your education not only benefits you, but also benefits your employer. People who upgrade their work skills and knowledge not only keep up with the latest technologies and business techniques, additional training helps you climb the corporate ladder and to realize additional career goals.

3. Get Certified

Once you learn your industry and become familiar with the “ins and outs” of your field, it is time for you to prove it. Certifications demonstrate expertise in specialized areas and provide assurance to employers that an employee has the skill set needed to perform the required duties. Certificate programs such as the Management Certificate Program for Supervisors at The University of Alabama help prepare individuals to take on a management role while developing an efficient leadership style. These types of certificate programs not only give you the leg up on your competition, but they also show employers that you are ready to advance in your career.

As Millennials take over the workforce, it is important that they be properly equipped to lead and grow. Through continuous learning and training, the millennial generation is bound to be one of the most successful generations the workforce has seen.

Follow us on Facebook, Twitter, Pinterest, Google + ,and LinkedIn  for more information and news about training, professional development and how to become a better leader.

Article by Kevin Lake, Communications Specialist for The University of Alabama College of Continuing Studies. Kevin also  currently serves as the Vice President of Communications for the Public Relations Council of Alabama West Alabama division.

OLLI: One for All

OLLI@UA’s new campaign, ”OLLI is for All,” hit the airwaves recently throughout west and central Alabama.  OLLI@UA has been spreading the message of the simple joy of leisure learning for nearly a decade.  Priority number one in 2015 is making sure that everyone is invited to the party. Inclusion is not limited to race and gender; OLLI wants everyone with a zeal for learning to consider joining.

“This campaign targets people from all walks of life,” says Tory Shumpert, sales and marketing manager for the Bryant Conference Center, which is the headquarters for OLLI@UA.  “It shows that OLLI has something for everyone.  Staff, board members, and volunteers work to ensure that everyone who inquires about joining feels welcomed. We want them to feel certain that OLLI is a great life choice. It’s a chance to keep learning far beyond school or careers.  After a lifetime of taking time for others, OLLI participants can now focus on learning for learning’s sake.”

Dr. Craig Edelbrock, dean of the College of Continuing Studies, is a staunch supporter of OLLI@UA.  When asked why he funded such an aggressive, far reaching campaign, he said, ”Lifelong learning is a big part of our college mission. It’s in everything we do at UA as we strive to be leaders.” Dean Edelbrock has also stated his desire to promote learning across the entire lifespan.

The campaign will be hard to miss. It can be seen or heard in newspapers, online, on the radio, on television and in printed publications.  Look carefully and you will even find t-shirts and window decals.  No expense or method was spared in getting the message to the masses. OLLI@UA is available, affordable, and easily accessible to thousands of Alabamians.  There is no prerequisite for joining. There are no tests or homework to complete to remain active.  Membership is $25 and all are welcome.  Don’t miss this opportunity to join OLLI@UA; there’s nothing stopping you! Visit our website for more information about OLLI and how to register for classes.

Article by Tory Shumpert, Sales and Marketing Manager for the Bryant Conference center and OLLI@UA.

Would they Back Out of the Job Offer?

So, say you’re a recruiter or HR manager for your organization. You just closed a job search for a Systems Engineer role in Minot, North Dakota. The candidate met every qualification the hiring manager wanted, plus the team really liked the candidate. They believe he will be a great addition to the team. He accepted the verbal offer and will begin work in three weeks. It’s been a 75-day recruiting search, and the team is ready to move on to other talent searches.

Fast forward, and now you’re five days away from the arrival date of the candidate and the organization is prepared. The team has his office set up with a new computer and an email address has been assigned. The only remaining concern in your mind is that he has not sent back the written offer letter you mailed him and there has been no communication. Are you worried?

Later, when you return from lunch, you check your voice mails, and there is one message from the Systems Engineer candidate. In the voice mail, he begins by saying that he really appreciates the opportunities offered by your company, and the time everyone spent with him, but his tone seems somber. Then, he drops a bombshell. He is declining your offer and says he is staying with his current firm. He explains that they not only matched your offer, but also gave him a 5 percent higher salary and other incentives. Your worry now turns to abject frustration. It is needless to return his call. The day’s gone from great to terrible!

This may seem somewhat far-fetched, but it happens every day in the tough business of talent acquisition. Hiring proven talent away from other firms is often risky when you don’t necessarily know all of the motives of the prospective candidate. To be fair, a job candidate has the absolute right to accept or reject a job offer. A company should be prepared to be jilted at the altar. If you are a recruiter or Human Resource Manager or Hiring Manager, you have probably experienced a similar situation. So, how do you avoid this in the future?  Here are some tips to consider:

• Have a total plan in place regardless of the acceptance of the verbal offer:

After a tough job search, exuberance is a fair response when the prospective candidate accepts a job offer. But, be mindful that there are many variables at play in the mind of the job searcher. Never assume the search is over. Take a cautious approach before sending out those, “Thanks, but no thanks,” letters to candidates who weren’t given the offer. At a minimum, the recruiter should continue communicating with the department to establish a fair evaluation of the remaining candidates should the candidate decline the offer. Why?  These candidates may be next up in the hiring process.

• Always stay in contact with the candidate who accepted the verbal offer:

Avoid the trap of going silent with a candidate after verbal acceptance has been given to you. Have the candidate provide best methods and times to communicate with them during this transition period. Build a working relationship with the person through the waiting period between offer and arrival. Do not wait until the person walks through the door. Quickly send out a written job offer and get this offer in the hands of the candidate ASAP. Use an overnight service and follow-up with an email or phone call to ensure receipt of the documents. Require the written job offer to be accepted and returned to your organization no more than seven days from the verbal offer date. Call the candidate at a minimum of two times each week to find out if they have any questions or concerns. Provide a newcomers website where candidates can learn about the company and find out what they can do to prepare for joining the company in advance of their arrival. Talk with the candidate to determine if they have any questions about the special arrival website or general questions about the new job. Respond promptly to questions and do not be afraid to show the candidate your interest in their arrival. Be active, but not overpowering. Remember, you are investing in this person and want them to be a part of your organization. Build on this relationship. It is a business necessity to build up the relationship before the first day of employment.

• Never assume anything in the world of talent acquisition:

Changing jobs or leaving a company for a new job can be very difficult for many candidates. In recruiting, one should never assume this process is simply a choice of saying yes or no. Safety and security are important to many. Be sensitive to these concerns. Motive is very difficult to establish for every candidate. It is fair game to ask a candidate how they would respond if their current company makes a counteroffer.

“If offered a job by our organization, what will be your response if your present company counters our offer to you?” A possible follow-up comment to the candidate could be, “What makes you worth more today than yesterday to your current company, other than our offer?”

When making an offer of employment to a candidate, ask the tough questions as it relates to their decision to leave their current organization. Your organization is investing time and money in this selection. Never assume anything in the recruitment process.

Talent acquisition requires creative sourcing; sharp interviewing skills; plans for success or possible failure; tough negotiating skills; and the ability to sell and close the deal with the prospective candidates. Once the deal is made, it is important to follow the Sales model of building and developing a customer relationship with the candidate to get them in the door. Excite the candidates about the organization and the job. Show them how important they are to the organization’s growth. Don’t think the talent acquisition process ends simply because the candidate gave a verbal “yes” to your offer. Keep working the deal in a patient and forward thinking manner. How do you handle your job offer process?

To learn more about human resources and talent acquisition, register for the 61st HRM conference, on October 6-7, 2015. The conference will take place at The Club in Birmingham Alabama. More information on our website.

Follow us on Facebook, Twitter, Pinterest, Google + , LinkedIn or visit our website for more info and news about Professional Development, Human Resources and how to improve your professional profile.

Article by Larry Baldwin, SPHR, SHRM-SCP, MBA – Director of the Human Resource Institute at Culverhouse College of Commerce in The University of Alabama. A former HR Management executive and professional with over 30 years extensive experience management experience.

Happy Father’s Day

Did you ever wonder why it took such a long time in our country’s history for fathers to be celebrated with an official holiday? After Mother’s Day gained popularity in the early 20^th century, many people thought Father’s Day would be a good idea, too. Out west, Washington observed the first Father’s Day in 1910, but only on a state level. But, when President Woodrow Wilson made Mother’s Day an official federal holiday in 1914, Father’s Day didn’t follow suit. It would take 58 years for dads to get the ole “atta boy” on the national stage.

History would teach that fathers have been around for quite a while. Why did it take so long for that national pat on the back? Is it because people aren’t as sentimental about their fathers? Well, OK. I’m a proud mama’s boy, so I get it. I’m also a proud father, but, I still get it. Taking second place to moms isn’t too bad. But, in honor of Father’s Day, I want to pay homage to the dad.

• This is the guy who is the stone wall of his family.
• This is the go-to guy when times are tough.
• These are the guys whose children believe in more than Santa Claus.
• This is the guy who you watched heading off to work each day.
• This is the guy who taught you to do it all yourself, to take care of your own family.

He is the figure standing tall when there is a violent storm and reassuring you that everything will be all right. When the thunder rolls, his smile grows wider with confidence and his strong arms seem to be able to stop a tornado. Fathers raise their sons to be men, and are an example to their daughters of what a man is supposed to be. Yes, that’s daddy, pop, father, old man, step-dad or whatever term of endearment you might use. So, this Father’s Day, let him know that you appreciate him.

From your friends at Bama At Work, have a very Happy Father’s Day!

Show Your Skills with Digital Badges.

When it comes to the hiring process, social media is now something many employers check out when evaluating candidates.  Whether it’s a LinkedIn page or Facebook profil or even Twitter, wouldn’t it be great to have your education institution endorse you with digital badges for the skills you have learned?

For many adults, the idea of a “badge” comes with memories of our childhood as a Boy Scout or Girl Scout. We had to earn each badge by completing a task and demonstrating our knowledge and skill. We then handed that badge over to our mom or grandmother to sew onto our vest so we could display it with pride. What if there was an opportunity as an adult to earn knowledge and skill badges with the ability to digitally display for all to see? With Digital Badges from World Education.net and Bama At Work, you can do just that!

Digital Badges are a way of displaying the skills you possess based on the courses you have completed; think of it as your own portfolio.  Your skill badges are issued by your education institution, so it is your own university that is vouching for you.  You can download your digital badges as you complete your courses.  They are stored in your “Backpack” online, and from there you can share them via Twitter, LinkedIn, Google+, and Facebook.

We are committed to enhancing your value and this is another tool we provide to help you succeed in the modern workplace.  Bama At Work, The University of Alabama partners with World Education to offer students 100% online career training programs. Follow us on Facebook, Twitter, Pinterest, Google + , LinkedIn or visit our website for more info and news about Professional Development, Online Training and how to improve your professional profile.

Article by Kelly Fuhlman, Director of Social Media  for World Education , and is personally involved in helping others make a better life for themselves through education. World Education is one of the main partner of the University of Alabama for Online Certificate Programs.

Starting Over: Our Life After Active Duty

In all honesty I have no idea where to start, so I’ll start from the beginning. When I met my husband he was already an active duty soldier going through Advance Individual Training (AIT), at Fort Sam Houston, Texas. We were together for less than a year when he deployed the first time. During that first deployment I was pregnant with our son. The Army way of life became all I knew. Within a year of getting home from his second deployment, we had our second child. I had followed him from Georgia to Colorado to the state of Washington; I gave up everything to be with my husband and father of my children. The only wife I knew how to be was to an Active Duty Soldier. Within 6 months of our daughter being born, I was asked to talk to my husband’s therapist to learn their plan of action for him and the steps they wanted my help with.  Because his drinking had dramatically increased he was labeled an alcoholic, and he had been diagnosed with Post Traumatic Stress Disorder (PTSD).

When I went in there, I was expecting to hear what they were going to do until his contract with the Army was up, which was in about 4 years. What I didn’t expect was to be told that they had started his Med-board and we should find out within 6 months to a year what the decision was.  When I married my soldier, I lost my identity and became a soldier’s wife; that was what I knew and that was what I was. I was blindsided and didn’t know what to do. For us it went so fast I was expecting to transition fairly slowly, because that’s the Army way “hurry up and wait.” I figured I would have time to adjust but within a day of finding out he was going through the process, he was getting appointments and knocking things off the list for his evaluations. I had two children under the age of 4 and another I babysat who was 1-year old so I wasn’t allowed- yes I said allowed- to go to his appointments or information briefs. When he would get home, I would ask him what was said and for the most part he would have no idea because his memory was so bad from the PTSD.

I received no helpful information on how to make the transition easier for him much less myself. When we hit his six-month mark of when it was started we were loaded up, papers signed, and heading home. I was in shock; I thought I had more time. When we got home we had to live with my parents until we were financially able to move to our own place. That in itself was bad, but when you add two children and a veteran with PTSD in the mix, I about lost my mind. While we waited on the decision from the Veterans Affairs (VA), I went back to work. I realized within 6 months that there was no way I was going to be able to work again. When I came home I found my two children were up playing by themselves while their dad was asleep because of his medication; he couldn’t remember if he took his medications; so he would take them multiple times. I knew in my heart that if I didn’t quit my job either my children were going to be hurt or my veteran was. I was not prepared for this, but I was an Army wife; we take what we get and make the best of our situations.

When we were around other people in the military they understood our struggles because they were going through them as well, but here in Tuscaloosa, Alabama, people had no idea. People would ask me why my young and able-bodied husband wasn’t working to support his family and I would have to explain about him having physical and mental disabilities that stopped that from happening. You wouldn’t believe some of the comments I got. I couldn’t help but wonder what my life had become. How had I gone from being a wife who knew who and what I was to someone I had no idea what it even meant to be a civilian wife. I had lost everything and anything of myself in that first year. I became someone I didn’t recognize. I had to stay strong for my kids and I had to stay strong for my veteran who didn’t know how to relate to the real world. I lost my voice in the mist of all that was going on in life. Two years ago on Labor Day weekend 2012, I took a step in finding the person that I had lost 10 years ago when I met my husband. I found out about group called “Her War, Her Voice” and a group called “Courage Beyond”; I sent them my biography.

I was asked if I would like to come on a retreat and meet other women who are like me. I was scared and unsure; I had never left my kids or husband for that long because they all needed me. I decided that in order for me to help them I had to help myself, which wasn’t an easy thing for me.  Several times I had talked myself out of going.

That weekend changed my life. I found that voice and that person I had lost all those years ago. It might not have been loud in the beginning but it was the seed I needed to start my journey. I was able to advocate for my veteran better after that weekend and I was able to better advocate for myself. I realized what I was missing all those years; I realized at age 30 what I wanted to be. I enrolled at The University of Alabama and got accepted. I am going to school now to be a social worker because that was what I have been in my heart all those years. I found that I am not alone and many people have that feeling of being lost. I wasn’t the only one who lost my identity when the Army wasn’t “the active” in our life. I might not be an Army wife anymore but I am not a civilian wife either. I am a Veteran’s Wife and no matter what will happen in the future that will never change who I am on the inside.

Transitioning was the hardest thing I have ever done in my life and the process needs to include the spouse as well as the service member. Not only are the service members losing who they were but their spouses are, too. Not only are the service members losing who they were but their spouses are, too. That old saying “If the Army wanted you to have a wife, they would have issued you one” doesn’t apply any more. They need to see that spouses give up their way of life in order to be there for their service members, so when it comes to big things they need help along the way as well.

#DeployedHome is an effort created by Bama At Work to help share the stories of returning veterans and how they have made it through their struggles. This campaign is part of the Service Member to Civilian Summit’s effort to bring together service members, veterans, their families, and community stakeholders to meet with advocates, researchers, clinicians, educators, and policymakers from around the nation, They want  to better understand and explore ways that all stakeholders can improve the transition from military service to civilian life.Through the use of #DeployedHome we hope that many of these veterans will see how their fellow soldiers have made it through and can see that they aren’t alone in this battle. If you are interested in participating, you can also submit your transition stories on our website militarytransition.ua.edu .

We invite veterans to tell us their story using #DeployedHome on Facebook and/or Twitter. We want to let our veterans know they are not alone, and there is still hope for them to overcome any challenge they may be facing.

Article by Crystal Ransom, social work student at The University of Alabama, member of the Service Member to Civilian summit planning committee, and wife of an Army veteran. Her husband was an Army medic deployed in Iraq in 2004 and 2006.

Not Just Another Day

For many, Veterans Day is the official start of the holiday season, a gateway to Thanksgiving, Christmas, and New Year’s Day when we start thinking about parties, potlucks, and presents. Veterans Day is also a gateway holiday to the second half of the college football season, signaling the coming of great rivalry games. It’s easy to forget that Veterans Day started as Armistice Day to mark the end of World War I, the war that cost Europe a generation of its youth. The Greatest Generation was born in those years, and the Great Depression and World War II were still in the future. World War I was very real for my grandmother, who used this noisemaker to mark the Armistice. She wrote on the now weathered and brittle card, “This and everything that could be used to make a noise was used to celebrate the Armistice, Nov 11, 1918.”

Amidst all the holiday hoopla, it’s easy to forget that President Eisenhower signed the bill turning Armistice Day into Veterans Day to recognize the guarantors of our freedoms across all wars. However, the reminders are all around us. They are the 90-year-olds making their last Honor Flights and the 20-somethings you’re interviewing for that job opening in your company. They are the women elected to office and the men starting their own businesses. They are the amputees learning how to walk on prosthetics and the individuals relying on the calming presence of service dogs.

There will be ceremonies and speeches to mark Veterans Day, televised concerts from Washington, DC, and old war movies running on the television networks. You’ll probably thank veterans you know for their service, but how else can we thank our veterans? If you exercised your right to vote, you thanked a veteran. If you voiced your opinion in a town hall meeting, you thanked a veteran. If you went to church on Sunday, you thanked a veteran.

You thanked a veteran because you exercised your freedoms without fear. So get out there, and enjoy the holiday season. Scream loudly for your team, and eat lots of holiday food. Relish what veterans purchased with their service because they did it for you.

Article by Leroy Hurt, Associate Dean, Professional Development and Community Engagement, The University of Alabama, retired U.S. Army officer.

Leroy Hurt, Associate Dean, Bama At Work