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Timely Topics
Employees Returning From Military Duty:
How To Help Them Make The Transition
More than half of the men and women serving in the armed forces are members of the National Guard and Reserve, which means that significant numbers
of the nation’s workforce are impacted during war time. As more and more US troops return from active military duty overseas, employers can help
make the transition easier for staff returning to work.
Supervisors and managers can do several things to ease staff members back into the world of work:
- Before the employee starts work, schedule a meeting
with him or her where you thank them for their military service, express gratitude for the employee’s
safety, and outline any changes that have taken place since the employee left.
- Make sure you give the employee a chance to express any concerns he or
she may have about returning to work.
- Slowly ease the employee back into a work routine—do not give them a full schedule right away or give them
a big project to begin immediately.
- Provide time for co-workers to talk with the employee on his or her first day back, but make sure that the employee
does not become overwhelmed
by this attention. You may need to “rescue” them if the attention becomes overwhelming.
- Before scheduling a welcome back lunch or get together,
make sure that the employee is comfortable with the event.
- Continually check in with the employee for the first few weeks about whether they are getting
the support they need from you and/or their co-workers.
- Offer Frank Horton Associates Employee Assistance Program (800-326-3864) to the employee if they
seem to be having difficulties making the adjustment.
On
an ongoing basis, employers can actively support and encourage employees who are reservists. There are several things you and your organization can do
to support them:
- Learn more about the role of the National Guard and Reserve. Attend open houses and public functions at local military units. Talk about
the National
Guard
and Reserve with military and civilian leaders in your community. Ask your reservist employees what they do and how they fit into the “big picture” of
national defense.
- Get to know your employee’s military commanders and supervisors. Ask them to provide you with advance notice of your employee’s
annual
military duty schedule and work out conflicts as early as possible.
- Put your support in writing by signing a Statement of Support for the National Guard
and Reserve. Display it prominently for all your employees and visitors to see. These certificates can be obtained from the Employer
Support of the Guard and Reserve (ESGR) website.
- Look at your personnel policies to see how they accommodate and support participation in the reserve. For
example, do they include provisions for military leave of absence (exclusive of earned vacation time)? Do they ensure job opportunities and benefits
equivalent to those of other employees?
- Accept that there may be occasional concerns with your employment of ‘citizen soldiers’ and their
requirement to perform military duty. Discuss with your employees their service requirements before problem situations arise, and keep an open dialogue
to prevent problems.
- Seek assistance from your local ESGR Committee or from the National ESGR (800-336-4590). Ask to speak with an ombudsman—ombudsmen
serve as
confidential, neutral liaisons for employers and employees who seek assistance or clarification regarding their rights and responsibilities.
Information for this article
was taken from 1) Tips for Employers Factsheet and
2) “Helping
Employees Return from Military Duty,” EAP Advisor, 2003. Waukesha, WI: NEAS, Inc.
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