The Americans with Disabilities Act (ADA): Veterans with disabilities are covered by the ADA regardless of whether or not the disability was obtained through service. The veteran is required to meet the ADA's definition of having a disability. Note that the ADA's standards for what is considered a disability is different from the U.S. Department of Defense and Veterans Affairs. 

Uniformed Services Employment and Reemployment Rights Act (USERRA): Employers are prohibited from discriminating against employees or applicants on the basis of their military status or military obligations. Individuals The USERRA also protects reemployment rights of individuals who leave their civilian jobs to serve in the military (whether voluntarily or involuntarily). If the employee returns to work with a disability, the employer must make reasonable efforts to accommodate the disability and the veteran to their position. 

The HEART Act: Service members who are disabled while on active duty for more than 30 days, and their survivors if they die on active duty, are provided tax and pension benefits. This Act adds provisions to USERRA, "requiring qualified retirement plans to provide that, in cases in which participants cannot return to their previous employment due to death or disability that occurred while serving on active duty, they or their survivors are entitled to any additional death or disability benefits normally available only to current employees. (X)

Vietnam Era Veteran's Readjustment Assistance Act (VEVRAA): Any business with a federal contract or subcontract that ammounted to $1000,000 or more is required to take affirmative action to employ and advance qualified disabled veterans.