It’s good business to support National Guard, reservists
From an early age, I knew I wanted to serve my country. I enlisted in the Army after college and completed two tours in Afghanistan as a combat helicopter pilot.
During my second deployment in Afghanistan, my son underwent heart surgery at 6 months old. It completely changed my perspective. I still wanted to serve my country, but I no longer wanted to be away from home for an extended period. That’s when I decided to leave the military for a job in the civilian sector.
When I started interviewing with civilian employers, their support of veterans, reservists and guard members mattered. It was easy to find. Many companies today value the experience that service members bring to their organizations.
As a commander, I was responsible for 50 soldiers and 18 aircraft. So, like many veterans, I had leadership experience before joining the civilian sector. Our service members also learn complex problem-solving and decision-making skills that are needed in today’s businesses.
The military also provides strong technical skills. We’re exposed to the same technology businesses use and may also work with cutting-edge technology not yet available to the public.
Despite this understanding of the value that our service members bring to an organization, military leave policies for active drilling reservists and guard members vary greatly.
Under the Uniformed Services Employment and Reemployment Rights Act of 1994, U.S. military veterans and members of the active and reserve components of the armed forces are entitled to job-protected leave to complete training or serve active duty.
At minimum, companies must comply with the USERRA, but companies, especially large organizations, should do more. They should have a formal military leave policy — whether that’s paid or unpaid leave — that is reviewed and adjusted to match the commitment required of the modern-day reservist or guard member.
The time commitment required for reservists and guard members has changed. Most now do more than two weeks of active duty order time, up to four weeks a year. Unfortunately, many companies’ policies haven’t caught up.
As a major in the U.S. Army Reserve, I must balance my work, life and military obligations. My employer, Nationwide, has policies in place that allow for me manage my career while taking time off to fulfill U.S. Army Reserve requirements.
Nationwide also has dedicated human-resources specialists who work oneon-one with the service member and his or her manager during the leave process. If possible, every large organization should have someone on staff who can provide guidance to company leadership on what’s expected from active reservists or guard members.
Employer Support of the Guard and Reserve, the lead U.S. Defense Department program promoting cooperation and understanding between civilian employers and reserve and guard employees, is a great resource for employers.
An employee network for veterans, service members and their families creates mentoring and networking opportunities. These groups help create an inclusive culture within an organization that attracts and retains veterans.
The Military Associate Resource Group at Nationwide allowed me to instantly connect, through our shared experiences, with other veterans and service members working across the company. Beyond networking, members of the group send care packages to deployed service members and even provided support to my family while I was deployed.
I met several members from Nationwide’s resource group while I was interviewing for open jobs, and it made my decision easier. It was clear I was joining a company that appreciated my military experience and would support my continued service.
If companies are looking to expand their military policies and create a welcoming culture, they can learn from others. What companies are doing it well? Could your organization adopt similar practices? Also, ask your employees. Reservists and guard members can explain the commitment required and whether your company’s policies support it.
It’s vital that employers understand the needs of today’s reservists and guard members because that will ultimately attract and retain talent to your organization.