In the aftermath of Sept. 11, as well as the possibility of war with Iraq, many military reservists have been and continue to be mobilized. Federal and state laws guarantee reservists that their jobs will be held, and they will not be denied promotion or any other benefit of employment because of their membership or service in the military.

For information, go to the National Committee for Employer Support of the Guard and Reserve website at www.esgr.org or e-mail Bert Backman at backmanb@cpmurray.army.mil. He may also be reached by phone at 253-512-8468.

To read the new state law protecting reservists which ESGR and the Association of Washington Business (AWB) were successful in passing this year, see www.leg.wa.gov/pub/billinfo/2001-02/Senate/5250-5274/5263-s_sl.pdf.

If, unfortunately, the employee is disabled during service, and the employee is no longer able to perform his or her former job duties, the employer must re-employ the employee in another job that the employee can perform. The new position must have similar seniority, status and pay.

The employer does not have to pay the employee during military leave; however, if the employee elects, the employee is entitled to use accrued vacation or similar paid leave during the absence.

The employee may remain on the health care program for 18 months if the military leave exceeds 31 days. The employee may be required to pay the full premium after 31 days leave. Pension plan contributions must continue during the leave.

Another place for information is the Office of Veterans Re-Employment Rights at the US Department of Labor. Reach them at 206-553-4831 or visit www.dol.gov.