With Memorial Day coming up this weekend, it’s often a time (or it ought to be a time) to reflect on the sacrifices made by our military. And at the same time, consider how we, as a society, treat our veterans.
This issue was highlighted for me many years ago. During a court proceeding
Today is Veterans Day. First and foremost, I want to thank all of our veterans for their service to this country.
For employers, there are a whole host of laws that employers must be aware of when dealing with veterans and servicemembers.
First, I’ve often covered USERRA —
Earlier this week, I beat Ohio lawyer Jon Hyman to the punch on a post about Leap Day. Yesterday, he “returned” the favor, with a notable post on the release of the EEOC’s new guide: Veterans & the ADA: A Guide for Employers.
Jon looks
Today is Veterans Day (with no apostrophe for those spelling at home). So besides saying a big “thank you” to all those who have served, it seems appropriate to revisit the laws applicable to veterans in the workplace in a post today. (The U.S. Department of Labor has their own set of posts here.)
There are obviously many excellent resources for employers to turn to when dealing with or seeking out veterans in the workplace. The DOL has created a “toolkit” for employers on the major issues that are implicated. At a local level, the Connecticut Department of Labor also has a website to making sure that employers consider veterans in their hiring practices.
The key law for employers to understand is the Uniformed Services Employment and Reemployment Rights Act (USERRA). The DOL has a separate interactive website devoted to the intricacies of the law. But in case you only have a few minutes, here are the highlights:
What Employers Are Covered by USERRA?
Any person, institution, organization, or other entity that pays salary or wages for work performed or that has control over employment opportunities. There are no exceptions to coverage for the type of organization (i.e. charitable or government) or for small employers.Continue Reading Honoring Veterans Day: USERRA and Employment Law Resources
Back in 2009, I reported on a large verdict in favor of a reservist who was fired after he was called to duty after the 9/11 attacks.
This month, the Second Circuit affirmed the verdict — making it one of the largest verdicts upheld under USERRA (the- Uniformed Services Employment and Reemployment Rights Act).
The
Over the last three years, I’ve summed up my thoughts on Veterans Day, even asking in 2008 whether it should be a National Holiday.
Here are a few posts about the day from others:
Last Veteran’s Day, I posted about some of the laws that cover how employers must deal with veterans (and reserves) in the workplace. (The Delaware Employment Law Blog has a nice post this morning about some of the other programs out there that relate to veterans in the workplace.)
But one of my colleagues
Although employment laws and regulations are typically seen as telling employers what NOT to do, there are some laws and initiatives by government agencies that give employers of ideas of what TO do, whether in terms of hiring practices or other programs.
One new directive by the The Office of Federal Contract Compliance Programs late last month is
The Equal Employment Opportunity Commission (EEOC) issued guidance today for employers and veterans on workplace issues affecting veterans with service-connected disabilities. You can download the guide for the employer here, and the guide for veterans here.
According to the EEOC press release:
The new guide for employers explains how protections for veterans with
On this designated Veteran’s Day, it seems an appropriate time to highlight some common issues that pop up frequently on USERRA issues, particularly as they may affect returning veterans. Veterans, and interested employers, should also seek out the Department of Labor’s website designed specifically to address these issues.
What Employers Are Covered by USERRA?
