How do we best comply with and support the Wounded Warrior program?

Q: “We received a request to provide an internship to a participant of the Wounded Warrior program. The paperwork said that this person is still on active duty, being paid by his branch of service (medical insurance included), and due to be medically discharged later this year. We don't have an internship program in place (we are a machine shop under ITAR regulation). Besides following the advice of drafting an intern policy and making sure this person is not replacing an employee, should we put a time limit on this internship? Should we follow the same screens we do for paid employees (background checks, drug tests, I-9 compliance)? We do want to participate in this opportunity to help someone train and transition to a civilian career, but we want to make sure that we are doing it correctly.”  – Nora, Wyoming