The purpose of this study was to examine a select set of organizational variables and determine their relationship to nursing assistants' intentions to quit in state-owned veterans' long-term care facilities located across the United States. America's long-term care industry (e.g., nursing homes, assisted living facilities) is a multibillion dollar industry. Because the U.S. government is projecting a 250% increase in the elderly population, staffing these nursing homes and related facilities is a critical concern. A vitally important but often overlooked factor of the long-term care industry is employee turnover. Of the staff in long-term care facilities, the nursing assistant (NA) position is particularly susceptible to turnover. Approximately 80% of NAs who enter the workforce leave within the 1st year and many leave within the first 3 months of employment. Some facilities report that they are unable to accept new residents because of a lack of qualified NAs. While many studies have researched this issue, staff turnover in long-term care facilities remains a serious and widespread problem. This study provides a foundation for future research related to the perceptions of intentions to quit of nursing assistants (NAs) working in state-owned veterans long-term care facilities by providing primary data regarding NAs intentions to quit. Results of this study indicate that NA intentions to quit might be reduced provided that pay and rewards are increased, workplace violence is addressed, and better access to patient care plans is provided. This research is useful to state-owned and operated long-term care facilities by giving them additional insights into nursing assistants' intentions to quit perhaps resulting in lower rates of turnover. It is suggested that future research be performed using populations of individuals from other segments of the long-term care industry, mainly, for-profit institutional care nursing homes, and federally owned veterans long-term care facilities.

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Unemployment was a major problem faced by the ex-servicemen in Malaysia since the early seventies. Recognising the needs of ex-servicemen, the government through the organisation of the Veterans Affairs Division (VAD) introduced the resettlement program for the ex-servicemen with the aim of assisting the veterans to find employment. However despite the implementation of training programs, the rate of unemployment among the ex-servicemen was relatively very high, whilst the extent of the as well as the underlying factors remained unknown, with the resultant ambiguity of the role of VAD. This case study was designed to investigate issues related to the employment situation of the ex-servicemen by surveying those in the capital territory of Kuala Lumpur and the states of Selangor, Negeri Sembilan and Melaka, who participated in resettlement training and were discharged in 1993. In addition the states of Johor, Perak and Penang were included for the survey on the non participants of resettlement training. The study found that the rate of employment of the ex-servicemen in the states surveyed was substantially lower than that of the national average. The study also found that participation in the resettlement training organised by the VAD had significant effect on increasing the rate of employment besides higher income, shorter period of unemployment, better readjustment and higher satisfaction with civilian life. Among the factors analysed, ability to speak English and the economic activity and the stage of development of the states were found to have significance influence on the rate of employment. Other factors found to be associated with the employment of the ex-servicemen included age, education level, rank, urban or rural background, and matching of training to application. Based on the findings of this case study recommendations were made to improve the selectivity of, and access to, resettlement training by all ex-servicemen. Other recommendations included improving the standard of education and spoken English before discharge, lowering age of discharge with pension, provision of information related to employment and counselling service, setting up of data bank of ex-servicemen and further research.

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This paper explores the issues underlying the Scott v. Canada veteran class action lawsuit. In particular it seeks to provide context to these issues by examining the cultural and legal structure of the Canadian military, the historic developments of veteran benefits in Canada, and the difficulties veterans face navigating the institutions that disseminate these benefits. The Scott v. Canada veteran class action lawsuit was launched against the Federal Government in 2012, in response to the Canadian Forces Members and Veterans Re-establishment and Compensation Act (the “New Veterans Charter”), which replaced the disability pension regime for many Canadian Forces Members and veterans under the Pension Act. / Graduate