Does service in the uniformed services have to be an employees sole reason for leaving an employment position in order to have USERRA reemployment rights?
top No. If absence from a position of employment is necessitated by service in the uniformed services, and the employee otherwise meets the Act’s eligibility requirements, he or she has reemployment rights under USERRA, even if the employee uses the absence for other purposes as well. An employee is not required to leave the employment position for the sole purpose of performing service in the uniformed services. For example, if the employee is required to report to an out of State location for military training and he or she spends off-duty time during that assignment moonlighting as a security guard or visiting relatives who live in that State, the employee will not lose reemployment rights simply because he or she used some of the time away from the job to do something other than attend the military training. Also, if an employee receives advance notification of a mobilization order, and leaves his or her employment position in order to prepare for duty, but the mobilization is canc
Related Questions
- Must the employee begin service in the uniformed services immediately after leaving his or her employment position in order to have USERRA reemployment rights?
- Does the five-year service limit include all absences from an employment position that are related to service in the uniformed services?
- Is the employee required to get permission from his or her employer before leaving to perform service in the uniformed services?
