When you think about tapping our men and women of the armed services for employment opportunities, chances are you don’t normally think of the over 1.3 million active “part-time” military reservists and National Guard. Today, with the downsizing of the military that has occurred, reservists comprise almost 50% of our nation’s armed forces. To maintain our nation’s readiness, they devote one weekend per month and 2 weeks per year. However, in the case of war or other international disturbances, a reservist can be called out for as long as 270 days per year. What Does All This Mean To An Employer? Well if you’ve been reading my column for the last year, you know by now my feelings about the top value of military experience in the civilian workplace. The character quality of the reservists is no different. Their military training may, in some cases, be less extensive than their active duty counterparts, but companies that employ reservists are gaining tremendous benefits. Most specifically, these personnel have a strong work ethic and exhibit the value of loyalty and responsibility on the job. Employers who embrace the active reservists and National Guard personnel are finding a win-win for everyone. <*SPONSORMESSAGE*> How Can Employers Embrace A Reservist?
While all these are common-sense basics to keep in mind, it goes without saying that every employer should follow the law. Fortunately, there are some very valuable resources available. In 1994 a law was passed that protects the rights of reservists and National Guard personnel. The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) is described and supported in detail by the National Committee for Employer Support of the National Guard and Reserve. For more information, go to their website at http://www.esgr.org or call 1.800.336.4590.