Extended Deployments Could Hurt Work Prospects of Citizen Soldiers

The Pentagon’s recent decision to extend active-duty requirements for citizen soldiers in the National Guard or reserves could take a toll on both civilian employers and employees.

The new policy could require citizen soldiers to be on active duty in Iraq or Afghanistan for as long as 48 months—an initial tour could last up to 24 months, followed by a return to civilian life and then a second mobilization round that could be an additional stretch of 24 months. By contrast, the old policy limited active-duty requirements in Iraq or Afghanistan to 24 consecutive months.

A Houston-based machine shop which lost 12 of its 21 workers virtually overnight when they were called on active duty in Afghanistan in 2002 is a good example of what can happen.

The owner of the shop had difficulties complying with his contracts because more than half of his workforce was missing.  And this is not been an isolated case.

The threat of diminished productivity is not the only source of worry for employers. Under the Uniformed Services Employment and Reemployment Rights Act, companies are required to continue providing certain benefits for family members of the individuals who are on duty as well as ensure employment of citizen soldiers when they return from their missions.

Many people in the HR field feel this new policy may make it unpalatable for companies to hire an individual who is enlisted with the National Guard or reserves.

As one HR professional put it, “Why would anybody want to hire an individual who may be called away for two years only to return for just a few months and then be mobilized for another two years?””