♦ National Committee for Employer Support of the Guard and Reserve. ♦ Employers must make “reasonable efforts” to train or retrain returning employees and accommodate any disabilities incurred or aggravated during military service. Upon re-employment, reservists generally are entitled to the seniority status and pay rate they would have attained had they not been absent. Upon completion of military service, reservists must be given their civilian jobs back, provided that they meet the basic eligibility criteria of the reemployment rights law.
Employers must grant time off for military duty. This applies to active and reserve service, whether voluntary or involuntary. ♦ Employers may not deny employment, reemployment, retention in employment, promotion or any other benefit of employment because of past or present membership in the armed forces or intent to join the military. The Uniformed Services Employment and Reemployment Rights Act, or USERRA, applies to all employers, regardless of size, including U.S.-controlled or U.S.-owned companies overseas.
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