TSA has adopted many of the provisions of the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), which requires employers to ensure that individuals who volunteer or are called to serve in the uniformed services do not suffer loss in their civilian employment because of their military service.
TSA strongly supports the primary goals and purpose of USERRA as part of its commitment to a model workplace, such as:
- Encouraging non-career service in the uniformed services by eliminating or minimizing the disadvantages to civilian careers and employment resulting from such service;
- Minimizing the disruption to the lives of persons serving with the uniformed services, as well as to their employers, their fellow employees, and their communities, by providing for their prompt reemployment upon completion of such service; and
- Prohibiting discrimination against persons because of their service in the uniformed services. This includes performance of military service on a voluntary or involuntary basis on active duty, inactive duty training, active duty for training, National Guard duty, examination for fitness to continue military service, and funeral honors duty.
TSA employees entering military service may choose to be placed in a leave without pay status or choose to separate from TSA employment, but the choice is theirs. Military service members who meet specific requirements may have the right to be reemployed in their civilian job if they leave it to perform service in the uniformed services. TSA management officials and employees are encouraged to contact their local Human Resources (HR) representative with specific questions or to obtain a copy of the TSA policy on USERRA.