I was laid off by a large tech employer while on approved military leave for a combat deployment. I posted about this on this thread when it happened; however, my deployment is ending soon, and I needed help with some questions.

Context:

Two U.S based employees on my team were laid off, including me. Several retained employees had the same job title, level, and similar job duties as me. Company gave a 90-day paid, non-working notification/transition period. During that window employees could apply for other internal roles. A JAG officer had assisted in drafting a letter to the company requesting that the 90 day transition period be tolled until my return as my military service makes it impractical to participate in internal job search and interviews at that time (I was deployed in the combat zone during Operation Epic Fury). The company’s counsel responded saying they were treating me the same way as other non-military leave employees, and that they did not extend the transition window for anyone on leave. My argument was that the notification period was a “benefit of employment” and my military service was the major factor that prevented me from utilizing it. This was a real benefit because the only other laid off U.S. employee on my team also with the same job title, level, and similar duties as me used those 90 days to land another internal position and is still employed with the company. As a result, I was the only U.S.-based person on my team who was actually terminated. 

On the pay:

The official layoff announcement email and formal layoff letter I received both stated that affected employees would receive a non-working period with full pay and benefits for the 90 days and would remain employed during that time.

I specifically asked the company’s Leave Services about my pay during this period and they responded in writing that I would be receiving the full pay throughout the notification period despite being on military leave. Later, the company treated the notification period pay as “additional severance” that required signing a release agreement containing a waiver of federal and state claims, including USERRA. I refused to sign, so I received neither the 90-day pay nor any severance.

I am preparing to submit a clean USERRA reemployment application when I get back. My primary goal is to return to work. I also care about the notification-period benefit because the company put the full-pay promise explicitly in writing and because a similarly situated peer was able to use the same window to keep employment. Money is secondary; I am more concerned about how deployed service members are treated in future RIFs by this company. At first they told me that my termination was irreversible when I raised USERRA and that they wouldn’t be talking to me anymore. They then toned it down once JAG got involved by thanking me for my service, but still declining our request, and saying they would reevaluate my employment position when I return from my deployment.

My questions are:

1. For reemployment, can the company simply say my escalator position is “layoff” because my original role was eliminated, even though similarly situated employees were retained and another RIF-selected peer obtained an internal role?
2. How strong is the claim that the 90-day paid notification period (and the practical ability to use it for internal moves) was a benefit of employment, especially with the written leave services confirmation of full pay despite military leave?
3. If I am successfully reemployed, does the unpaid notification-period issue remain fully alive, or does reemployment largely moot it?
4. Strategically, is it smarter to submit a strictly clean reemployment request and handle the notification pay dispute (if at all) through a separate DOL VETS complaint, or should both be raised together?

Happy to clarify details. Thanks for your input.

I'm looking for advice on whether my situation could potentially constitute a USERRA violation.

Before enlisting in the Air Force, I worked for the company as a W-2 employee. The company used one-year employment contracts that were renewed annually.

My supervisor already knew that I planned to enlist in the Air Force sometime in 2025. However, because my BMT date had not yet been confirmed by the time my contract renewal was approaching, the understanding was that my contract would be renewed at the same salary if I still hadn't received my BMT date by then.

About one week before my contract renewal, I finally received my confirmed BMT date of December 9, 2025. On September 26, 2025, I informed my supervisor by phone. During that conversation, my supervisor explained that if the company renewed my contract and I left shortly afterward to enter military service, the head office might reprimand them for renewing my contract under those circumstances. My supervisor then told me that the company would end my employment instead and instructed me to submit a resignation letter. Please note that this decision was made by my supervisor without discussing the issue with the headquarters.

I submitted the resignation letter because my supervisor instructed me to do so. I did not independently decide to resign or voluntarily choose to leave my job. My employment ended on September 30, 2025, just before the next contract term would have begun.

The consequences went beyond losing my job. After my employment ended, I was unemployed and available for work while waiting to leave for BMT. I applied for unemployment benefits during this period, but my claims were denied. I had already received approximately $1,900 in benefits, and the state later determined that I had been overpaid.

I appealed the overpayment determination and went through a hearing, but I lost and ultimately repaid the $1,900. The reasons for the unfavorable decision included the lack of evidence proving that I had not voluntarily quit and that my arguments were considered vague. I had no recording or written documentation of the phone conversation in which my supervisor told me the company would not renew my contract and instructed me to submit a resignation letter.

This has been particularly frustrating because, from my perspective, I did not voluntarily leave my job. My supervisor made the decision not to renew my contract and directed me to submit a resignation letter, but I was unable to substantiate my account sufficiently during the unemployment hearing.

What concerns me is that the decision not to renew my contract appears to have been directly connected to the timing of my confirmed military training date. My employer already knew I intended to enlist, but the situation changed when my actual BMT date was confirmed shortly before the renewal deadline.

I understand that fixed-term employment contracts are not inherently illegal, and employers may have legitimate reasons not to renew them. However, could an employer violate USERRA by refusing to renew an otherwise renewable employment contract because the employee's military departure is imminent? Does the fact that my supervisor explicitly linked the decision to the prospect of my leaving for BMT shortly after renewal make a difference?

I'm also concerned that requiring me to submit a resignation letter could make the situation look like a voluntary resignation, even though the decision came from my supervisor.

I gave my employer advance notice out of courtesy because I wanted to be transparent about my military plans. I never expected that the timing of my confirmed BMT date would lead to losing my job, having my unemployment claims denied, and ultimately having to repay benefits after an unsuccessful appeal.

I'm now trying to understand whether I have grounds to pursue this separately under USERRA.

I'd appreciate any advice, particularly from anyone familiar with USERRA claims involving contract nonrenewals.

This is a lot so I hope I explain it. I am a full time firefighter and in army reserves. In early 2025, my fire department conducted a partial promotion process which consisted of a written a test. Prior to this, our department had a promotion list from 2024, and I was number 3. In mid 2025, the chief ultimately decided to use the 2024 promotion list instead of finishing the one that was started in 2025. The chief promoted the 2 guys ahead of me from the 2024 promotion list. Shortly after they were promoted, in mid 2025, I was sent on a 12 month combat deployment.

In early 2026, the department started a new promotion process with a test, interview, and live scenarios. I was actively deployed and asked if I could engage virtually. They denied and said I’d have a chance to test when I got back. They ended up promoting 2 other guys in March 2026. They were below me on the original promotion list, but that list no longer matters because of the new list. I do know I was number 1 on the 2024 list and have significantly more points than 2 of the guys who were promoted (length of service, time with department, certifications, training, military service, etc). There is concrete proof I am more qualified than them.

I got back from deployment mid 2026 and returned to work in July. They let me start the new promotion process. However, one chief did tell me that they would “hold my spot” for the next round of promotions, which I know they can’t do because of the laws. They also told the 2 guys who were promoted that I would also have a chance for promotion.

Fast forward to now. It’s been almost 3 months since I tested and they have yet to finish my promotion process. Im waiting for them to do interviews. The promotion process from months prior was completed in 3 days. Do I have the right to a speedy process? I know that they will be required to backdate promotion, but I think they are trying to be sneaky.

I think they’re waiting for a spot to open up before they finish the process and make a decision. I can’t prove that, but the chief who said he would “hold my spot” said so because there were no available promotions. Even if they wait for a spot to open, am I legally owed the promotion date of the 2 guys from March 2026? I want to make sure I hold them accountable.

In my civilian career I’m a fire fighter and work a 24 hours on and 48 hours off. I got off of active duty orders after about 5 months to get told by my boss that I am being sent back to the departments in-house fire academy as a cadet because I’ve been gone. This is going to be over a month long and it’s going to be a Monday through Friday 8-4 kind of deal. So I’ll be taking a step backwards and starting over with the new hires and it’ll be completely changing my schedule. It seems dangerously close to violating userra but I’m not quite sure what that line is. I’m not entirely sure what to do so any help would be appreciated.

Could postponing my start date because of upcoming military orders violate USERRA?
I’m in the Army National Guard and accepted a position with a local government employer in Washington. After I accepted the job, my manager and I were in the process of scheduling my start date.
She initially offered a specific start date that would have allowed me to work for approximately one to two weeks before my active-duty orders began. After realizing how soon my orders would start, she postponed my start until after my military service instead. Once my orders ended, it took approximately three additional weeks for me to begin working.
My employer provides 21 days of paid military leave regardless of whether someone is full-time, part-time, temporary, or in another work classification. Had I started on the date my manager originally offered, I would have worked before my orders, received the 21-day paid military-leave benefit, and returned after completing my orders.
I like my manager and don’t believe she intended to discriminate against me. However, because my start was postponed due to my upcoming orders, I lost the wages I would have earned before and after my orders, along with 21 days of paid military leave.
Does USERRA protect someone who had already accepted the position but was still finalizing the start date? Could postponing the offered start date specifically because of upcoming military orders constitute denial of initial employment or an employment benefit?
Could I be entitled to the wages and paid military-leave benefits I lost, along with recognition of the earlier offered start date? I’d especially appreciate input from anyone familiar with USERRA, ESGR, or Washington public-employer military-leave laws.

I’m currently on active orders right now and just got a call that I was being laid off. Six other people in my team were previously laid off a couple weeks ago. Does that mean it was a lawful termination under USERRA? I am currently working through a contractor at a tech company and wanting to interview for a different position within that tech company that isn’t a contractor. Would there also be retaliation for me if I do file a complaint?

Hello, I'm finishing up my IET for the ARNG here in a couple weeks. I want to go back to my old job, however I would like to not return to work for a month. The time I was away for basic + AIT is 7 months. Should I let them know in advance when I intend to return (e.g right now) or should I wait till I am closer to the date I actually want to return. I see that I am allowed a period of 90 days since my active duty time exceeds 181 days, however I see a caveat about being "promptly reinstated" when asked which is why I hesitate to ask now.

Any advice would be great, thank you.

I apologize in advance, I know it’s long but I typed all of this into my notes app to keep a record of everything that happened while my memory was fresh.

On 09/14/2026, I had an interview for a Manufacturing Operator position at *** ***Company name The interview was scheduled for 0900 and it started around 0910 due to my interviewer being late. During the interview, my interviewer,, asked me questions regarding my previous work experience, qualifications, and availability.

During multiple questions, I referenced my experience serving in the United States Army Reserve as a 25U Signal Support Systems Specialist. When I explained how my military experience related to the skills required for the position, I felt that my interviewer was dismissive of the experience and did not appear to consider it equivalent or relevant to the experience he was seeking.

During the interview, interviewer also discussed my military Reserve obligations and how they would affect scheduling. He asked whether my weekends were “flexible.” At another point during the interview, he stated, “We will have to get you on a schedule that lines up with your weekends.”

I then explained that when the new fiscal year begins in October, I will receive a schedule identifying the weekends on which I have Reserve obligations. I informed him that I would be able to provide the company with that schedule so that they would know in advance which weekends I would be required to attend military duty.

I did not state that I was unwilling to work weekends or unwilling to work the required 2-2-3 schedule. I explained that I would have a schedule identifying my previously scheduled Reserve obligations and that I could provide that information to the company.

The position discussed during the interview operates on a 2-2-3 schedule consisting of 12-hour shifts and includes regularly scheduled weekend work.

I am documenting this account immediately following the interview to preserve an accurate record of the questions asked, statements made, and my recollection of the interview.

If later company name informs me that I was not selected for the position, I will document the stated reason for the decision and any subsequent communications regarding my military obligations, availability, or scheduling.

I know they haven’t necessarily done anything wrong as of now but the whole interview was just really weird and he made it seem like my drill dates would be a huge inconvenience and was ultimately making it sound like it’s a legitimate reason I may not get the job. I should hear back by the end of the week and I’m worried that they’re not gonna flat out say “because of your drill schedule and work schedules conflicting”. Is there anything I’m able to do if they don’t just straight up say that? Or do I just have to accept that they are gonna “get away with it”?

DOL-VETS has issued its first "Opinion Letter" (Opinion Letter #USERRA-2026-1) on USERRA. The Opinion Letter explains the 2025 Dole Act amendment to 38 USC 4311(b) that included the phrase "or other retaliatory action" to the original section. The full anti-retaliation section, as it now reads, is:

• An employer may not discriminate in employment against or take any adverse employment action or other retaliatory action against any person because such person (1) has taken an action to enforce a protection afforded any person under this chapter, (2) has testified or otherwise made a statement in or in connection with any proceeding under this chapter, (3) has assisted or otherwise participated in an investigation under this chapter, or (4) has exercised a right provided for in this chapter. The prohibition in this subsection shall apply with respect to a person regardless of whether that person has performed service in the uniformed services.

38 USC 4311(b) (emphasis added). The highlighted phrase was added by the Dole Act in 2025.

On September 8 the DOL-VETS issued Opinion #USERRA-2026-1. The opinion explains that the new language was added to avoid limiting it only to "adverse employment action" as occurred in Title VII lawsuits dealing with racial discrimination. The key language of the Opinion Letter explaining how this additional language can apply is as follows:

• In the context of Title VII, federal courts have found that the retaliation provision is “not limited to discriminatory actions that affect the terms and conditions of employment” and may extend to “harms that are not workplace-related or employment-related.” Baloch v. Kempthorne, 550 F.3d 1191, 1198 n.4 (D.C. Cir. 2008) (quoting Burlington Northern at 64).  This affords employees “protection from a wider range of retaliatory conduct” than would be available under previous standards. Crawford v. Carroll, 529 F.3d 961, 974 (11^th Cir. 2008).
• Examples of “other retaliatory actions” have included changes to work schedules, transfers to less desirable positions, increased scrutiny of an employee, the filing of false criminal charges against an employee, exclusion from professional opportunities, and threats or coercion. See, 132 Am. Jur. Trials 1 (2013-2016) (citing cases). The Supreme Court emphasized that context matters in assessing whether an action is materially adverse, and actions that might be immaterial in some contexts may be actionable in others. See Thompson v. North American Stainless, LP, 562 U.S. 170, 174-75 (2011); Corp. Compl. Series: EEO § 4:4 (2019-2020) (citing cases).

Of course, there may be other examples of "other retaliatory action", as suggested by this guidance, unique to the circumstances.

Takeaways from this post?: "Subtle" but different treatment in light of employer dissatisfaction with an employee's "protected activity," such as leaving for uniformed service or asserting rights under USERRA, should be suspect. Review the examples given based upon the lawsuits dealing with those issues should give you some guidance on how this provision may be applied. If you believe such disparate treatment is the result of that protected activity, you should seek assistance from ESGR, DOL-VETS, or a qualified attorney.

Also, DOL-VETS has recently become more assertive in giving opinion letters. If you seek assistance or guidance, don't hesitate to contact them. But, keep in mind, they may not always be correct in their interpretation.

So my employer classified me as AWOL while on AT orders and then two days later, changed it to military leave. Between that timeframe, I had my initial interview with the USERRA investigator. I have emails from management threatening me to provide them with my orders or else I was getting marked as AWOL for that time period. I am concerned that the investigator is going to deem it closed since they changed it and not see that they had initially violated it. Has anyone been in this predicament?

Looking for advice, I’ve heard that ESGR is of limited usefulness.

I was on orders for almost 3 years, became an Air Force Pilot. I advised my company of my intentions, gave them advance notice of when I was going to depart, kept them updated through the process, and then gave them 11 weeks notice of my intended return to work date.

When I gave my return to work notice, I received no response. Reached out again, no response. Reached out a third time, finally got a response; HR said they were working with the local office and would have an answer for me shortly. I followed up a week later and HR said the exact same thing. A week later from that and it’s my intended start date, but I have no credentials, no contacts, and no way of logging into my work laptop. It feels like I’m getting jerked around by HR and I don’t want to just let things sit and fester. Opinions or advice?

I try to keep track of any interesting USERRA claims that are actually commenced in court, especially those that are filed by the Dept. of Justice pursuant to 38 USC 4323. One such case that was commenced by the DOJ in June 2022 was against the Kansas Dept. of Health and Environment (KDHE) that illustrates how broad service member protections are under USERRA. Yesterday, the DOJ just announced a settlement in that case in the amount of $35,000 paid to the service member.  That service member was actually a county employee whose position was funded by grants received from the state of Kansas through KDHE.

So, why did the DOJ consider KDHE as violating USERRA when the service member was only an employee of the county and not a Kansas state employee? Because of the broad definition of employer under USERRA section 4303(4)(A), which includes any individual, organization, or entity "that has control over employment opportunities" with respect to that employee. The DOJ considered KDHE an "employer" subject to USERRA because, as it alleged, KDHE withheld funding for the position held by the service member with the County of Finney Dept. of Health because of her military service. Essentially, the DOJ took the position that if you fund a position you control the "opportunity" involved in that position, and if you withhold funding where the uniformed service of that employee was "a motivating factor" under Section 4311, it is a violation of USERRA. 

Do you know how FEMA Reservist folks can get support when their employers violate the USERRA & CREW Acts? My employer made huge mistakes and violated it 4x in 2yrs and now has me on the hook for $12k from their mistakes (5th violation), after interfering with my benefits and pay repeatedly. I’ve already reported it to DOL. Legal Aid sent me to Swords + Plowshares but I’m a FEMA Reservist and not a vet, want to respectfully stay in my lane. I’m looking for resources and referrals, not seeking legal representation here (against the subreddit rules). Honestly, I’m not sure where to turn. Thanks.

Hello,

My civilan employer asked me and everyone at my workplace to sign an arbitration agreement form. I refused to sign and they're saying it's a requirement to keep my job. They're threatening to sack me if I don't sign. I'm asking to know where I stand regarding USERRA and ESGR.

Does it violate my rights and what do I stand to gain?

Thank you.

I was put on a Performance Improvement Plan (PIP) about 3 weeks after returning from AT with the Guard.
One of the central concerns in the PIP was citing a project that was incomplete and they put initiated in December, which was not the full scope of the actual timeline. Management approval was received the last week of April. I ordered signs and began permit process that same week. I was then told a licensed contractor would have to apply for the permits. While I was away I checked on the contractor 2 times and he relayed both times he was working on it (this is a contractor that has done previous work for my job and had no reason not to trust him). When I returned, the contractor failed to apply for the permits and I began selecting a new contractor and working tirelessly to get the project completed. Upper management wanted the signs up within 5 business days of returning, I did the best I could but it was simply not possible. I received my PIP before management was even aware I had received the permits. I completed the signs by the new requested date. I reached out to ESGR and they stated that they believe the adverse action of the PIP was a USERRA violation. What should my next steps be? Has anyone tried to mediate through USERRA? My issue is that they were not accounting for my military absence in the timeline of this project.

Okay so I applied to fresno pd cadet position and I thought they’d reschedule or waive or use my last test so I don’t miss out on this opportunity. I emailed saying-

Good morning,
Unfortunately I will be unable to attend the pt test due to my military obligations I have a drill day on the 9th. Please let me know if there is a way to get it waived or rescheduled or use my last pt test in April. Thank you for your time.

They responded with- Unfortunately, we cannot use your test results from April. We will withdraw your application from this recruitment. Our next Cadet II recruitment will be open on our City of Fresno website
September 7, 2026.

Do I have anything here or am I just out of luck

I am Tuesday - Saturday at civilian job delivering packages. We fall under DOT which you must have 10 hours off in between shifts and 34 hours off to reset 60hours.
Worked Tues - Wed
Drill Thurs - Sun
Title 32 orders Mon - Fri
Am I required to go in that Saturday for work?

Also me and Supervisor butt heads every month on me needing to be off by a certain time the day before drill. I tell him I need 8 hours of sleep, 3 hour commute to drill, and 1 hour to be ready in uniform ( Shit, Shower, Shave, pack the truck up)
I tell them every month and they complain about it every month or act like I’ve never told them such thing. Anything I can do here?

BLUF: I’m in my early 30s & have been a federal employee since my early 20s. I’ve enjoyed federal service & intend to make it a career, but I’m looking for a change (& not a midlife crisis).

I’m currently employed by TSA as a program coordinator. Overall, it’s a good job & I enjoy it, but there’s very little room for advancement unless I move into management, which doesn’t interest me at all. I’m perfectly happy being a worker bee, give me the who, what, where & maybe even the how & let me get to it. I enjoy my work in IT, but I can scratch that itch at home through personal projects. Earlier this year I started talking with an Air National Guard recruiter in my state. Between the mission, benefits, & the ability to keep my federal career, it was checking a lot of the boxes. I still think the Guard is a great option, but since then another idea has been growing on me.

Part of my current job involves working alongside CBPOs. Because of that, I’ve learned quite a bit about the job & it’s become increasingly appealing. The compensation is at least comparable to what I make now &, with premium pay, would likely be higher. My current position is essentially Monday through Friday with little to no overtime or premium pay outside of holidays. When you add in the 12D retirement benefits (ie SRS, 20 @50 or 25 @ any age), CBP seems like a great long-term career move.

The military benefits also factor into my decision. While I wouldn’t be joining solely for the benefits, the GI Bill & VA home loan are at the forefront of my mind. My understanding is that if I joined the Guard, I’d become eligible for the VA home loan after my 6 years or 3 years of qualifying service, while the GI Bill would be earned on a prorated basis until reaching 100% after enough qualifying service. The more I’ve learned about USERRA, the more I’ve started considering simply enlisting in the Air Force instead. It seems like it would be the most efficient use of my time, allow me to experience something completely different, & eliminate the need to constantly chase Title 10 or Title 32 orders. My tentative plan would be to enlist on a four-year contract, attempt to palace chase after three years, and then either return to my federal position under USERRA while continuing to serve in the Air National Guard, or apply for CBP as I near separation from Active Duty. If palace chase worked out, I’d complete my remaining service obligation in the Air Guard & would likely continue serving beyond that, as I genuinely enjoy the Guard’s mission & had already planned on making it a full 20 to complement my federal service.

My understanding is that USERRA would generally protect my civilian federal position for up to five years of qualifying military service. So, even if palace chase didn’t work out, I could complete my active duty enlistment, return to my civilian position, & apply for CBP before or after separating & palace front if I wanted to continue in the military. I’ve also considered the possibility of accepting a CBP position, EOD’ing, & then entering Active Duty before attending FLETC, but I’d kinda feel like a dick & taking advantage of the system leaving them high & dry like that.

Questions:

Any advice for someone enlisting in their early 30s? I’ve seen people mention taking orders from younger supervisors & being surrounded by much younger recruits during BMT, neither of which bothers me. Is there anything else I should know?

Has anyone here been a current federal employee who enlisted on active duty & later returned to their civilian position under USERRA & is there any advice you have for me?

Has anyone used intermittent annual leave while on LWOP-US during active duty to remain in a paid status around federal holidays & receive civilian holiday pay? If so, how did your agency handle the leave requests?

The Context
- SELRES** **Reservist
- My employer’s Annual Review Cycle closes every September (determines rating [1-5] scale)
- My current “pay grade” at work is an Individual Contributor, lvl2 (IC2) which means my responsibilities are focused around daily operational work
- For the past 2 Review Cycles, I’ve been rated a “3” (Met Expectations)
- My team is a very small team (4 people) that is routinely bogged down by daily operational work (I.e. very little time for strategic projects) which provides support on a global scale
- Was on Extended AT from December 2025 to January 2026
- Returned to work (full time) once my Extended AT was over
- Received Orders for A-School which run from late February to October
- Since the start of those orders up until this past Monday (20 Jul), I was working a reduced schedule at work which is allowed per company policy

With the context out of the way, I initiated full/continuous Military Leave recently due to some unfortunate news with my employer. A few weeks ago, I had a meeting with my Manager to discuss my mid-term review which looked good for the ongoing/current performance portion but, the development portion had notes which were pretty negative.

That is to say, in short (paraphrasing), “I primarily focus on keeps the lights on work and go out of my way to not participate in strategic projects”. This is interesting as the ongoing/current performance portion has information which says the contrary.

I spoke to my manager about the development portion and I found out some pretty upsetting “facts”. Per my manager:

- “Our peers” are starting to get the sense that you don’t want to be here anymore
- Your absence at the department onsite (flying people out to HQ) rubbed “our peers” the wrong way. [this onsite was the first week of my orders]
- I understand you’re working on a reduced schedule but, the team needs to work on as many strategic projects as possible to meet department goals

I told my manager that, while I understand the importance of our team working on strategic projects, I am being careful about what projects I commit to as I’m only working 5.5 hr workdays and my role is meant to be focused on Operational Work which is in surplus since our fifth teammate resigned. She insisted that what I was doing was not enough.

At the end, she gave me a choice; either take full military leave or make an effort to work on a strategic projects. I decided to take full military leave after a teammate gave me the slip that the leaders appear to be pushing me out.

Fast forward to last Friday, I am in a meeting with my manager to discuss my turnover of the things I have been working on. She gave me a heads up that, for the closing Annual Review Cycle, I will be given a “2” (Did Not Meet Expectations).

I personally feel that the sudden shift in how my department’s leaders perceive me is fueled by my sort-of-back-to-back orders. Is there a case here?

Hi all,
Juicy story from today.
To start, I’m an Army Reservist. Going on 9 years now and I’ve never had an issue like this today. So I was doing an RST, which I notified my supervisor about 3 weeks ago. However, I’m a contractor and my RST is with the Active duty personnel I work with. Again… This has never been an issue before. So my supervisor asked for orders and I kindly told him multiple times that I wont get orders for an RST. 10 mins before we got off work yesterday, he threatened to fire me if I don’t give him orders. I kept explaining to him that it won’t happen. Best I can give him my signed RST form or a completed DA form 1380, but that’s at the end when it’s all said and done. He kept threatening for termination due to unexcused days.
I spoke to my PSG over the phone last night and he typed out an Employer Letter stating I will be doing drill dates from the 22-24July. He argued with me and got disrespectful over my PSG signing a memo and not my 1SG or commander.
We butted heads about it and went to HR. HR then immediately shut him down saying they have to honor it and there’s nothing they could do about it. He caused a whole scene saying he won’t accept it because it’s a PSG signature. HR kept saying it’s fine. More butting heads occurred.
HR said I’m free to return to my RST duties. He decided to show up right before the end of my duty day to tell me I can’t RST with the active unit we work with as contractors. I told him he has no say about it because I have now gave him a proper memo. He said “I dont care about all that”. So tomorrow, I will be driving all the down to my regular unit to complete my RST days.
My unit is tracking 100% of everything.
We are going to get things handled at whatever level possible because I want to sue my supervisor/company for his harassment and violating all the laws that protect me from BS like this.
Contacted military one source, they said to get IG. My unit says we’re getting JAGG. Has anyone had a hard time with an employer like this before?
Throwing this out before I go to bed here in a sec. Look forward to hearing the suggestions in the morning.
Thank you

So I applied to a promotion at work, I'm in the Air National Guard and was passed over for this promotion. When I asked for feedback I was told I was the second choice and the person selected was ultimately selected for experience within the company. I'm currently just a technician and the other person was a Lead technician. The situation though, they were hired to Lead while I was away on orders. I missed out on the opportunity to compete for that lead position because I was away. My company is saying I would not have been selected because I was not certificated by the FAA at that time. I am now certificated. Though the person selected wasn't certificated when selected. My company has not addressed that fact and are not responding to my requests for a resolution and telling me to apply and compete for the open opportunities now. My understanding is they can't hold me to different standards than what was applied at the time, and using the escalator principle and the reasonable certainty standard I should be placed in a position to restore my career path I would have been on if not for my military service. Even after requesting mediation through the ESGR my company has ignored my request and have just said to apply for the open opportunities. I really don't want to file a complaint or hire a lawyer as the matter is time sensitive due to the open job postings. What can I do since my company is ignoring me and forcing me to apply and compete for positions I could/should be placed in under USERRA.

I just wanted to double check my facts before filing a complaint, an employer can not deny me initial employment due to me being in the service correct? I'm in the national guard for context.

All input is appreciated, thanks gents

My Supervisor pulled me into his office today to tell me that he's officially retiring at the end of the year. He also stated that I will remain a Lead, while the other Lead will become the new Supervisor. I said I understand, but asked why. I was told it was due to my attendance and that, 'you actually need to be here to lead a company.'

Other than 1 snow day and 1 sick day, I've only missed work due to military training or FMLA (my son being born). And this meeting took place within a month of me being back from a 4 week reclass.

Also, at one point in the meeting I mentioned that it's better than I was only gone 4 weeks rather than being gone a whole year because my old unit is currently deployed. My boss' response was, "Well it was your choice to be in the military."

I know I have a case, but I'm unsure how to collect evidence as this was all verbal. Any tips/help from those with experience would be greatly appreciated.