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USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years. The exceptions to the five-year limit include initial enlistments lasting more than five years, periodic United States National Guard and reserve training duty, and involuntary active duty ...
On May 22, the House Armed Services Committee approved its version of the 2025 National Defense Authorization Act, by a 57–1 vote. [6] As passed by the Committee, the bill included the Pentagon's controversial "Legislative Proposal 480", transferring Air National Guard space units to the Space Force; however, the Committee accepted an amendment proposed by Joe Wilson (R‑SC), watering down ...
Torres v. Texas Department of Public Safety, 597 U.S. 580 (2022), was a United States Supreme Court case dealing with the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA) and state sovereign immunity. In a 5–4 decision issued in June 2022, the Court ruled that state sovereign immunity does not prevent states from ...
The record holder for the longest enlisted service is Chief Torpedoeman Harry Simond Morris (1887-1975), who entered the U.S. Navy at age 15 as an apprentice boy, and served for 55 years of continuous service, a record that cannot be surpassed under current regulations.
In her budget last year, Ms Reeves announced increases in APD from the 2026/27 financial year. For passengers travelling in economy on a short-haul flight, this will raise APD from £13 to £15.
3. Appreciate the values, leadership and unique skills service members bring to the workforce and will encourage opportunities to employ Guardsmen, Reservists, and Veterans; 4. To continually recognize and support service members and their families in peace, crisis and war.
The legislation reduced the multiplier for years of service up to 20 years from 2.5% to 2.0%. As such, a member retiring with 20 years of service would rate a monthly payment equal to 40% of the highest-paid 36 months of service. This represented a 20% drop in compensation from the preceding system.
Staub v. Proctor Hospital, 562 U.S. 411 (2011), is a United States Supreme Court case in which the Court held that an employer may be held liable for employment discrimination under the Uniformed Services Employment and Reemployment Rights Act (USERRA) if a biased supervisor's actions are a proximate cause of an adverse employment action, even if the ultimate decision-maker was not personally ...