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Promising Practices for Employer Support of National Guard & Reserve Members

Promising Practices for Employer Support of National Guard & Reserve Members. Revised October, 2013.

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Promising Practices for Employer Support of National Guard & Reserve Members

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  1. Promising Practices for Employer Support of National Guard & Reserve Members Revised October, 2013

  2. This Department of Veterans Affairs Training Series on Promising Practices for Employer Support of National Guard and Reserve Members is designed to help employers understand the importance of supporting National Guard and Reserve employees. It presents promising practices that could be implemented in providing effective support. Introduction

  3. The suggestions in this presentation are being offered in an effort to improve Veteran retention in the workplace. It is understood that not all these practices can be implemented for every organization. Some variation may be required in order to comply with each organization’s policies and procedures. Introduction

  4. This training refers to National Guard and Reserve members that hold a full-time civilian position while serving part-time in the Guard or Reserve. These Guard and Reserve members can be called to full-time military active duty.Supportive employers are critical to maintaining the strength and readiness of the nation’s Guard and Reserve units.Veteran-friendly organizations have clearly defined and supportive policies and practices in place regarding their National Guard and Reserve member employees. Introduction

  5. The Department of Veterans Affairs (VA) conducted the Veterans in the Workplace study on the retention of Veterans, including National Guard and Reserve members.The study yielded some promising practices for organizations whose employees include members of the National Guard & Reserve. Veterans in the Workplace Study

  6. The promising practices described in this presentation were derived from the VA’s study and other resources regarding the following ways to support members of the National Guard & Reserve: Recruitment Policies Training Support During Mobilization or Deployment Family Support Support for Returning Employees Service Recognition National Guard & ReservePromising Practices

  7. Use military recruiting sites to recruit members of the Guard and Reserve, Veterans, and their family members Attend military-focused job fairs to recruit members of the Guard and Reserve, and Veteran candidates Encourage Veteran employees to assist in the recruiting of potential members of the Guard and Reserve, and Veteran candidates Place an emphasis on recruiting candidates with service-connected disabilities Recruitment

  8. Have a well-defined military leave policy Example of a Military Leave Policy: www.va.gov/vetsinworkplace/docs/em_militaryLeave.html Planning for Military Leave for Employees in the Reserve and National Guard: www.va.gov/vetsinworkplace/docs/em_planLeave.html Use the Employer Support of the Guard and Reserve (ESGR) website for information and resources regarding National Guard & Reserve policies: www.esgr.mil Engage with ESGR state committees on Uniformed Services Employment and Reemployment Rights Act (USERRA) issues Policies

  9. Educate supervisors and management on the Uniformed Services Employment and Reemployment Rights Act (USERRA) USERRA Training can be found on the ESGR Website: www.esgr.mil Educate supervisors and management on company military leave policies and practices Educate the employee (and family members) on policies and benefits USERRA Fact Sheet can be found on the ESGR Website: ww.esgr.mil Training

  10. Encourage supervisors to get to know their employees’ military commanders and supervisors Ask for advance notice of employees’ annual military duty schedule and work out conflicts as early as possible Assist Guard and Reserve member employees in translating their military skills into the organization’s career opportunities Use a tool such as the VA for VETS Military Skills Translator: https://mst.vaforvets.va.gov/mst/va/ Training

  11. Provide job-protected time away from work If possible, pay the salary difference during mobilization or deployment Continue benefits for employee and dependents if they choose Follow the USERRA guidelines for employee support during mobilization or deployment Support During Mobilization or Deployment

  12. Maintain contact with service members & families through e-mail and care packages Have supervisors personally contact family members periodically Invite families to company social events and other functions Have an assistance program or affinity group for families of the employees that are called to active duty Family Support

  13. Offer unpaid time off before the employee’s return to work, determined by length of mobilization or deployment Offer flexible work arrangements during the transition period Place returning employee back in same position or one of similar status Reintroduce them to their job on return; provide training to bring them back up to speed Provide free legal service to returning Veterans as needed Maintain a mentorship or peer-to-peer program to provide senior management assistance and career guidance and development of Guard and Reserve members and Veteran employees Support for Returning Employee

  14. Military service recognition of Guard and Reserve members and Veteran employees is a promising practice that should only be done with the employees’ consent. Some ideas for recognition are: Display a tribute in a prominent place to honor employees who are Guard and Reserve members and Veterans Recognize and publicize their dedication and commitment to your business and the nation Send company-wide emails from the CEO and upper management acknowledging and thanking employees for their service in the Guard and Reserve; encourage other employees to do the same Send company-wide emails to announce the return of mobilized or deployed employees Service Recognition

  15. The intent of ESGR’s Statement of Support program is to increase employer support by encouraging employers to act as advocates for employee participation in the military. Sign ESGR’s Statement of Support for the Guard and Reserve found on their website (www.esgr.mil) Display it prominently for employees and visitors to see ESGR’s Statement of Support

  16. Employers signing a Statement of Support make the following commitments to their employees: We fully recognize, honor, and enforce the Uniformed Services Employment and Reemployment Rights Act (USERRA). Our managers and supervisors will have the tools they need to effectively manage those employees who serve in the Guard and Reserve. We appreciate the values, leadership, and unique skills service members bring to the workforce and will encourage opportunities to hire members of the Guard and Reserve and Veterans. We will continually recognize and support our country’s service members and their families in peace, in crisis, and in war. Support Commitment

  17. Resources on the ESGR website (www.esgr.mil): Tips for Employers Employers Frequently Asked Questions Employer Resource Guide USERRA Fact Sheet Resources on the Veterans Employment Toolkit (www.va.gov/vetsinworkplace): Planning for Military Leave for Employees in the Reserve and Guard Example of a Military Leave Policy USERRA Advanced e-Learning Course Resources for Employers

  18. Burton Blatt Institute at Syracuse University & Corporate Gray. (2013). Veterans in the workplace final report. Washington, D.C.: Department of Veterans Affairs. "Statement of Support Program." Employer Support of the Guard and Reserve Employers Statement of Support. Web. 21 Mar. 2013. http://www.esgr.mil/Employers/Statement-of-Support.aspx. Bullock, Tom, Chief, Employer Outreach, DoD ESGR. Email interview. 21 Mar. 2013. Sources

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