Human Resource Blog

Where HR Professionals Seek Answers

A Practical Source For Your Daily HR Needs.Lets Build An HR Blog Community Together! Want To Share Your HR Knowledge Or Gain Knowledge Through Other Professionals?Lets Discuss HR!

Oct24

USERRA in Arizona

Attendance Management
Vacation Request / Response Form
Weekly Time Sheets
Attendance Calendar for 2008, 2009, or 2010
Annual Attendance Tracker
Vacation Request Form for 2008, 2009, 2010 (Calendar)
Detailed Absence Report
Benefits
Total Compensation Summary
Performance Improvement Plan
Performance Appraisal and Review
Employee Payroll Status/Change Form
Employee Change Form
Compensation
Employee Payroll Action Form
W-4 Employee Withholding Allowance Cert.
Employee Payroll Status/Change Form
Direct Deposit Form
Total Compensation Summary
Hiring and Staffing
Complete Business Forms Kit CD
Form I-9 Employment Eligibility Verification
Employment Application Long Form
Substance Testing Consent Form
Pre-Employment Reference and Background Check
Employment Offer/Acknowledgment
Receipt of Employee Handbook
New Hire Survey
HR Management
Confidential Employee Folder
Confidential Employee Medical Folder
Job File Worksheet Folder
Daily EEO Applicant Flow Log
Workplace Information Sheets
Request to Inspect Personnel Files
Labor Laws
Complete State & Federal Labor Law Posters
1 Year Compliance Protection Plan
State ONLY Labor Law Posters
Federal Labor Law Posters

If we have some employees that will be leaving for the Coast Guard, are those employees covered under USERRA in Arizona?

Yes. USERRA, otherwise known as Uniformed Services Employment and Reemployment Rights Act, is a federal Act that applies to employees and employers in states across the U.S. The Act is in place in order to ensure that when an employee enlists in the Armed Forces, Coast Guard, or Public Health Services, the employee may leave work to serve duty, and return to work at the end of the duty to have the same general position and salary.

USERRA is the Act that replaced the Veterans’ Reemployment Rights Act. USERRA has been in place since 1994 and covers employers in both the public and private sectors.

When it comes to the service activities that are covered, employees are covered for the following:

  • Voluntary or involuntary duty
  • Active or inactive duty
  • Active or inactive duty for training
  • Initial active duty for training
  • Full-time Guard duty

In addition to the Armed Forces, Public Health Service and National Guard sectors, reservists are also covered under USERRA. Under USERRA, employers are prohibited from discriminating against these covered individuals with regards to hiring, firing, promotion, training, and other employment benefits with the company. Both current and future employees are protected.

In order to be eligible, employees also have to meet some requirements, including the following:

  • The employee needs to tell the employer of the service dates as soon as those dates are learned.
  • Employees must have left their jobs temporarily in order to perform military service.
  • The employee must not receive a dishonorable discharge from the military.
  • The position that the employee left needs to have been permanent or full-time (it could not have been temporary).
  • The length of the employee’s leave must not exceed five years, cumulatively.
  • The employee needs to return to work within the pre-determined time period after completing the uniformed service. CB

This entry was posted on Wednesday, October 24th, 2007 at 11:05 am and is filed under
Attendance Management, Benefits, Compensation, Hiring and Staffing, Human Resources Management, Labor Laws.
You can follow any responses to this entry through the RSS 2.0 feed.
You can leave a response, or trackback from your own site.

Leave a Reply





  • [ Back ]
Home Ask a Question Archives

© 2008 HumanResourceBlog.com, All Rights Reserved