someone joining the Reserves who ultimately gets deployed is if they are gainfully employed, the company has to hold an equal position for them upon return … however, I have heard stories of military personnel coming back from deployment and the only equal position is in another state.
Somewhat similar to FMLA actually… the company is only required to hold an open slot for the person out on leave but WHERE that position resides becomes the tipping point learn more here detroitharmonie.com again, this is my limited experience — others more knowledgeable might want to chime in.
In fact, I think it may cause her even MORE problems. Ok, she would have protections if she was deployed(which I assume to be overseas) that they couldn’t release her when she comes back. But that doesn’t affect her status *before* a deployment. If I were an employer who was considering letting her go(because of performance, integrity issues, whatever), I’d be more inclined to let her go as soon as I found out about her joining. At that point, wouldn’t she still be considered an ‘at will’ employee? Seems that enlisting would force them into pulling the trigger a lot sooner than they might have…
whom we really like, but let’s just say this person is in her early 20’s and hasn’t experienced much of the world yet. She recently informed me that she’s going to join the Reserves. I was rather shocked, and asked why. Not that I have anything against a person deciding on military service – after all I was a Navy wife for six years. That loyalty runs deep. But something about this situation struck me as very odd. And it turns out her answer didn’t really make me feel any better. This young woman, who is afraid she’s going to lose her job soon, is under the impression that by joining the Reserves she’ll be immune from ever being fired, laid off, etc. And that’s why she’s joining. To make herself jobless-proof.
I came away from that conversation suspecting that there’s a kernel of truth in there, but there was probably more to it than that. If an employer hires someone in the Reserves, and/or a person joins the Reserves while employed, I understand that the employer must offer the person their job back after a deployment. But I suspect there are provisions in there that if the employee can’t hack the job, or if the company is downsizing in some way, there are ways the company can let go a person if they need to, even if that person is in the Reserves.
Does anyone know for sure? I like this young lady and I would hate to see her sign her name on that line of obligation, under some misunderstandings about what it will and will not do for her. Thanks all…………..
Kathryn Kerby, still a proud Navy wife even though DH#1 skipped out years ago
The thing that flagged this right away is that we’re not PG&E customers, but I used to be. The only giveaway that this is a phishing scam, is that if I point (but don’t click) at the “click here” link, it shows that it goes to some other unrelated website. I went to the PG&E website and lo and behold, a number of utility companies are having problems right now with scam-statements like this. They never tire of trying to find new ways to get someone when we’re not paying attention…….