b'employmentwithin14days.Forserviceover180the information but must take Sal back even if he cant produce days,theservicemembermustusuallyapplywithin confirmation before the two week deadline. If Sal: (1) fails to 90 days. After receiving an application for re-employment, anproduce the information when it becomes available; (2) was employer must return the service member to work within twountimely in applying for re-employment; or (3) was dishonorably weeks.discharged, Tommy can let him go afterward. Common Situations: New hire madness:After searching to find the perfect CEO for Employee disappears to begin service: Phil Flyboy simply doeshis company, Frank Friday decides upon Shawn Gunny. He notshowupforworkone Tuesdaymorning.Hisemployer,is perfect for the job. In the final interview, Shawn tells Frank Pioneer Aviation, learns that he has left for active duty servicethat he will soon be called up to active military service for two and knew for two months before leaving. Is Pioneer obligated toyears. Frank reverses his plans and hires someone else. Shawn re-employ Phil when he returns? Probably not. Service membersis heartbroken, and Frank will soon be financially broken by areobligatedtotelltheiremployersassoonasreasonablyShawns lawyer. Frank cannot discriminate in a hiring decision, possible when they will leave for service. The notice can beeven if it means losing his new hire right after he starts.written or oral and must be delivered to the owner or a person of authority. If Phil had provided very little notice, Pioneer wouldWhat Should I Do:still probably be obligated to re-employ him unless it could showGood:Postthenoticerequiredbylaw,andwatchoutfor that Phils short notice caused substantial hardship or severelypotential issues.disrupted its business at the time Phil left. Better: In addition to posting notice, teach supervisors to be Looking for greener pastures: Suzy Soldier returns from fouron the lookout for discrimination against service members so years of service and immediately begins looking for a job withthey can stem the tide of any discrimination. Maintain a policy someone other than the employer she left for active duty service. against discrimination against service members and a method Is Suzy barred from application for re-employment within 90for reporting that discrimination. days because she is looking for a new job?Simply put: no. The service member can seek alternative employment without losingBest: In addition to the items above, maintain a record of any their re-employment rights. absentservicemembersandwhatraisestheymighthave accrued during time off. If you perform employee evaluations, Unsurereturn:SalSailorsubmitsanapplicationforre- prepare a note for service members on duty with what their raise employment but is vague about when he got back. His employer,might have been at the same time you review other employees.Tommy Toughnuts, requests documentation about the timingAlso collect records on any returning service member to verify and condition of his return to prove Sals application for re- they were honorably discharged and made application for re-employment is timely. Sal dilly-dallies with the information andemployment in a timely manner.Tommy is approaching the two week deadline to put Sal back to work without the information. Is Tommy allowed to put Sals return on hold or refuse to re-employ him? Tommy is entitled to 50'