TSA is committed to protecting the employment and reemployment rights of employees as required under 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 are not disadvantaged in their civilian employment due to their military service.
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 employees entering military service may choose to be placed in a leave without pay status (Absent-US), or they may choose to separate from TSA employment.
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 impact 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. Examples include the performance of military service on a voluntary or involuntary basis on active duty, inactive duty training, active duty for training, full-time National Guard duty, examination for fitness to continue military service, and funeral honors duty.
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. All employees wishing to be placed in an Absent-US leave status should contact their local HR Office to confirm re-employment eligibility and timeline.