I have not seen anything in writing, but would like to if it exists. No response from ROA as of this time from my earlier email inquiry.

Albie,
Spot on; as always.

Maybe the airlines should consider why they put 5 pilots in a 1 day silo on short-call when there are only 2 possible lines that are legal to fill into. It's a recipie for about 4-5 unused short-calls. You do that to a 1st-year-pay pilot sitting in some hotel so he can be 2 1/2 hours away from an airport watching a phone that will never ring...
Tell me-- why wouldn't that guy drop mil leace so he's not making $50-60K first-year pay (about a 75K pay cut) if he could drop mil leave occasionally to make his quality of life a little better?

I agree with Albie's first post. However, we are often our own worst enemies. It doesn't help our case to highlight avoiding 1st year pay or telling stories about dropping a bad trip in front of your FAs. Use the stuff between your ears for something other than ballast. Now, if we can just drop a BLU-82 on ISIS....

Here It Is!
 

All Kool-Aide drinkers, please advance to be recognized!

*******************************
MEMORANDUM FOR ALL AFRC PERSONNEL

FROM: AFRC/CC
155 Richard Ray Blvd
Robins AFB GA 31098-1635

SUBJECT: Pre- and Post-Military Duty Notification to Civilian Employers

1. As stated in our guiding principles, I am committed to providing a combat ready, fully operational, relevant and professional military force. As Citizen Airmen, I understand your challenge as you selflessly contribute to our nation while seeking a good Reserve-Work-Life balance. Part of keeping this balance with our civilian employers includes clear communication of military duties.

2. Both volunteerism and mobilization provide our Air Force the ability to support combatant commanders' requirements, and we will continue to use volunteerism to the maximum extent feasible in order to sustain force participation over the long term. Your employer plays a key role by supporting volunteerism in addition to involuntary mobilization. However, to ensure employers continue to provide us with their support, we must make it a priority to keep them informed of military commitments. This includes short term activities such as Unit Training Assemblies, Training Periods, and Annual Tours, as well as longer term commitments such as Air Expeditionary Force rotations, Military Personnel Appropriation orders, and Reserve Personnel Appropriation orders.

3. The best way to support our civilian employers is to provide them with as much predictability and early notification as possible regarding impending military requirements. As a reminder, under the post-service notification rules in the Uniformed Services Employment and Reemployment Rights Act (USERRA), members must provide employers with proof of military service performed if the period of service exceeded 30 days. Also, each Reserve Airman should be prepared to show proof of military service to his or her employer regardless of the number of days performed in order to retain protection under the statute. We must continue to partner with our civilian employers and demonstrate consistency with USERRA's intent. Supervisors should attempt to minimize impact to employers when possible, while also accomplishing the mission.

4. The reservist-employer partnership is critical to the capabilities that the Air Force Reserve provides to our nation, and is a key factor in maintaining Reserve-Work-Life balance.

Thanks for all you do!

JAMES F. JACKSON, Lt Gen, USAF
Commander

****************************

James F. Jackson, Lt Gen, USAF (Ret), will soon be on the board of directors at some airline. Hide & watch!

So, let's over-extend the Reserve component and when the inevitable pushback comes from civilian employers we'll just place the blame on the members. Sounds about par for the course.

Military service members have seen this before when Lt Gen Stenner wrote nearly the identical letter in his tenure 6 years ago.
USERRA is not abrogated by directives.
Employers cannot compel an employee to comply contrary to USERRA.
Employers can ask for, but not demand, documentation outside USERRA requirements. We don't have to provide it.
As always, recommend a positive diplomatic relationship with an employer.
Do educate yourselves on USERRA. Contact your union military committee or the DOL VETS office if believe your rights under USERRA are violated.
I think these Generals display a distrust of service members.
http://www.servicemembers-lawcenter....iew_Index.html

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I think Jackson is an AA guys isn't he?

Anyway, more people need to know the rules and quit letting their employer run them around. The orders thing is but one. I know dudes that send in orders without the request...which makes employers think that is the norm. Makes them think we always are on orders...and then causes issues when we push back.

Make sure your unions military committee has actual guard and reserve people on it..or you will be educating them!

Good post Albie....

[QUOTE=Junglejett;2015509]I think Jackson is an AA guys isn't he?
/QUOTE]

https://en.wikipedia.org/wiki/James_F._Jackson

3600 Hours! Wow!

Note that Stenner established a liaison office with ATA, the forerunner of A4A, the industry lobby. Talk about integrity!