http://www.dol.gov/vets/usc/vpl/usc38.htm Has provided their employer advance written or verbal notice of their service, Has five years or less of cumulative service in the uniformed services while with that particular employer, Has returned to work or applied for reemployment in a timely manner after the conclusion of service. are obligated to serve in the uniformed service then an employer may not deny you: any benefit of employment because of this status. Employers with staff members who telecommute and do not regularly have access to physical inner-office postings must be provided an electronic version of this form. This act protects the employment, benefits, and rights of employees in the uniformed services. USERRA serves as a backing for the Veterans' Reemployment Rights Statute by helping Veterans understand employee eligibility and job entitlements, employer obligations, benefits and remedies instituted under the Act. The 3 purposes . Employers are required to provide to persons entitled to the rights and benefits under the Uniformed Services Employment and Reemployment Rights Act (USERRA), a notice of the rights, benefits, and obligations of such persons and such employers under USERRA. Has not been separated from service with a disqualifying discharge other than honorable conditions. It also provides employees with Department of Labor assistance in processing claims. The USERRA notice provides resources for uniformed service members who are having employment difficulties. Coverage may last up to 24 months after leaving their place of civilian employment. In order to qualify to regain their position, individuals who leave for the uniformed services must provide either written or verbal notice in advance of their service duty. This includes a notice of the rights, benefits and obligations for those entitled. http://www.dol.gov/elaws/vets/userra/ee_disc.asp Individuals who believe their rights have been violated by an employer may file a complaint with the Veterans Employment and Training Service (VETS). Congress provided clear protection for all members of the uniformed services (including non-career National Guard and Reserve members, as well as active duty personnel). The Uniformed Services Employment and Reemployment Rights Act (USERRA) was established on October 13th, 1994. All employers in the United States, regardless of size, must abide by the principles of the USERRA rights and benefits law. The Uniformed Service Employment and Reemployment Rights Act (USERRA) Poster - All HomeCaring OSHA Job Safety and Health Poster (3165-8514) - All HomeCaring Employee Polygraph Protection Act Poster - All HomeCaring Equal Employment Opportunity (EEO) Poster - All HomeCaring Minimum Wage Protections Poster - All HomeCaring Family First Care Act (FFCA) Poster - All HomeCaring Return to … In addition, an employer may not retaliate against anyone assisting in the enforcement of USERRA rights, including testifying or making a statement in connection with a proceeding under USERRA, even if that person has no service connection. If a service member leaves their job to perform military service, they have the right to elect to continue their existing employer-based health plan coverage for both themself and their dependents for up to 24 months while in the military. Employment. Employers who don’t abide by the principles of this law are subject to investigation by the Veterans Employment and Training Service, the U.S. Department of Justice, the U.S. Department of Labor, or the Office of Special Counsel. three times the length of service, … Note: electronic notifications are not acceptable replacements for hard-copy posters in office locations where posters are legally required to be posted. Chief, USERRA Unit . USERRA applies to virtually all Employers may not retaliate against any individual seeking rights under Uniformed Services Employment and Reemployment Rights Act or any individual who helps another individual retain those rights. The notification also provides resources for individuals whose rights have been violated under USERRA. ESGR also has Ombudsmen available to mediate uniformed service related disputes between service members and their civilian employers. USERRA Department of Labor – USERRA Advisor An employer cannot discriminate against you for being a National Guard member. USERRA Assistance Request Veterans' Employment & Training Service Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. US Office of Special Counsel The Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) is a Federal law that establishes rights and responsibilities for uniformed Service members and their civilian employers. Uniformed Services Employment and Reemployment Rights Act (USERRA) is administered by the Veterans’ Employment and Training Service (VETS Updated with suggested timeframe for employer submission of USERRA documentation to PERS, and applicants to the Services! 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