We currently have troops in harms way on two fronts - Iraq and Afganistahn. No matter what your feelings are regarding these use of our troops, you need to take careful considerations of the requirements of the The Uniformed Services Employment and Reemployment Rights Act. According to the Employment Law Update, Jackson and Lewis ESQ has reported the results of two different court cases which the courts found in the favor of the employee who was treated differently by the employer when they returned from active duty.
The Uniformed Services Employment and Reemployment Rights Act requires that employers meet certain requirements:
1. Requires the granting of military leave up to 5 years
2. Prohibits discrimination in employment decisions based on military service or potential for same
3. Requires posting of a notice advising employees of their rights under the act.
4. Requires re-employment to a position that the employee would normally have obtained if deployment had not occurred.
5. Re-employed employees are entitled to the same benefits that wold have accrued if deployment had not occurred.
Information regarding the two court cases can be found at http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1743
The Uniformed Services Employment and Reemployment Rights Act requires that employers meet certain requirements:
1. Requires the granting of military leave up to 5 years
2. Prohibits discrimination in employment decisions based on military service or potential for same
3. Requires posting of a notice advising employees of their rights under the act.
4. Requires re-employment to a position that the employee would normally have obtained if deployment had not occurred.
5. Re-employed employees are entitled to the same benefits that wold have accrued if deployment had not occurred.
Information regarding the two court cases can be found at http://www.jacksonlewis.com/legalupdates/article.cfm?aid=1743
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