Can an employer fire you for joining the National Guard?

You don’t have to quit your current job. You will, however, be required to attend 13 – 30 weeks of initial entry training. Your employer cannot fire you after your probation period for joining the National Guard. You are protected under law.

Do employers discriminate against reservists?

“All service members, including members of the National Guard and Reserve, need to know that employers cannot discriminate against them based on their military service obligations.

Can you hire the National Guard?

Hiring a Guardsman or a Reservist makes good business sense. Employers interested in hiring Guardsmen and Reservists can participate in the Department of Labor’s efforts to support Veteran hiring at www.Veterans.gov.

Do employers have to pay National Guard?

While many employers take the commendable step of providing all or part of employees’ pay while they perform military service, there is no obligation under the Uniformed Services Employment and Reemployment Rights Act (USERRA) for them to do so.

Can you fire a reservist?

PROTECTED STATUS Reservists previously employed for more than 30 days can’t be fired without cause during their first six months back on the job. Those returning after more than 180 days of service can’t be fired without cause within one year.

Can you be fired for being in the reserves?

Discrimination. USERRA protects you from discrimination because of your reservist service. This includes your initial employment; an employer can’t refuse to hire you because you’re in the reserves, and he can’t fire you if you join the reserves after you’re hired.

Does the National Guard hire civilians?

United States Citizens – Anyone is eligible, but you have to join the National Guard to accept the job.

Is National Guard federal employment?

A National Guard civilian technician is considered a State employee for USERRA purposes, although he or she is considered a Federal employee for most other purposes.

Can employers ask about veteran status?

3. May an employer ask if an applicant is a “disabled veteran” if it is seeking to hire someone with a disability? Yes. Although employers generally may not ask for medical information from applicants prior to making a job offer, they may do so for affirmative action purposes.