Generally, members of the military released from active duty service are entitled to return to their former jobs.
The Uniformed Services Employ-ment and Reemployment Rights Act (USERRA) states that the returning service members shall be re-employed “in the position of employment in which the person would have been employed if the continuous employment of such person with the employer had not been interrupted by such service.”
But what happens if bad economic times force a layoff before the employee returns to work? Is he exempt from the cuts? Not according to the 8th Circuit Court of Appeals.
Recent case: Douglas worked as a maintenance technician before being called to active military duty. He left the service early after he had an adverse reaction to a vaccine. He wanted to report back to his job. But while Douglas had been deployed, the employer underwent two reductions in force after failing to make a profit.
The second round of layoffs affected Douglas’ department and was based on job duties, skills and other factors. On the day he returned to work, Douglas was informed that his job had been cut.
He sued, alleging he was entitled to return to his job even in the face of a reduction in force.
The court disagreed. It pointed out that USERRA’s language indicates that service members don’t get to keep their jobs if a position was eliminated for nondiscriminatory reasons while they were on active duty. (Millhauser v. Minco, No. 12-1756, 8th Cir., 2012)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- The EEOC, maximum leave policies and the new ADA amendments
- Short-circuit desperate employee's lawsuit by tracking every step of disciplinary process
- Make sure your e-communication policy covers social networks
- Status of Domestic-Partner Benefits in Michigan