My experience has been somewhat different with the USERRA.

My company happens to manufacture the airframe that I fly. Granted, I fly a much older version of it, but I still fly a "Big B" product. When I got out of flight school and came back to work my unit put the "requirement" on us to fly 2 times per week to get ready for deployment in 6 months. My boss, who had never been a Vet or even came close to remotely serving just couldn't fathom the idea of AFTP's. HR didn't get it either. As far as they were concerned the Guard was "just another part time job" that should not interfere with my full time employment.

My response to that was "it's not like I have to leave early to head to McDonald's and flip burgers. I take mil leave to fly a company product." I got the ESGR involved and they were absolutely shocked at the treatment I was getting. They kindly informed my manager, HR, the HR manager, and the area VP of what was going on and what the rule was. My boss' response: "Well, I suppose if I HAVE to support you, I will." I wanted to punch him in the throat.

I went on full time orders a month later and have been on either Title 32 or Title 10 ever since.

I suppose in the end, it really depends on whether or not your employer knows the law and what your commitment actually is to a unit. For fliers, we have an intense juggling act to maintain. I am lucky enough to have my unit only a 20 minute drive away so I don't have to "pay to play". The money actually works out in the wash since I got promoted so I make the same amount I would in an 8 hour day regardless of where I am.

It will be incredibly interesting to see what the climate is when I get off of deployment. Naturally, the commitment to fly will be a little less since my min hours for the year will already be met.

Due to the nature of the beast, I am fully expecting to come into work for one day, and have a pink slip the next just so the company can say that they didn't lay me off while I was Title 10.