Work conflicts....

[Reckless]

I got a question from a friend who is interested in joining up with the Reserves, but he works full time.  
He wants to know if there is any cluase or something, that will allow him to take time off work when he is doing his basic training in the summer of 2005. Other than just asking his boss for time off, is there another course of action?



INFANTRY Leading the Way!
:rocket: :evil:

 

[Simpleton]

Other than just asking his boss for time off, is there another course of action?

I don't believe there is any other course of action. We have no legislated job protection for training.

 

[Reckless]

hmm.... that kinda sucks... for him!  ;D
but really... any other thoughts on this?

 

[D-n-A]

No, there isn't any job protection for Reserves in this country.

The US does though, for its Reserves and National Guards.

 

[Freight_Train]

Try this link for more info.  The Regimental CFLC rep can probably help out.
http://www.cflc.forces.gc.ca/general/intro_e.asp
Greg

 

[bossi]

It all depends on where your friend works - his employer might have "military leave".
However, there's no legislation.
Here's a link to the Canadian Forces Liaison Council, for more info:
http://www.cflc.forces.gc.ca/general/intro_e.asp

 

[pbi]

Bossi and Freight Train are right on. In Canada, although we don't have the job protection legislation to protect Reservist's job that the US forces have, we don't ignore the problem. The Canadian Forces Liaison Council, a group of serving and retired Reservists, has a team in most provinces and reps in most cities. They have a program to encourage employers to grant time off, top up Res pay, etc. They will also act as an "advocate" for a Res in some situations. CFLC also invites employers out to unit training nights, ARCONS, etc to show employers what their people do. Most employers are highly impressed and surprised (like most Canadians when they really get to know their soldiers....).

As has been noted, larger emloyers (esp US companies) often have Reserve leave policy. Some municipalities and governments do, too: in Winnipeg the Police Service has a very generous policy. The worst employers tend to be small operations who cannot afford to lose even one employee, especially if they have a unique skill. However, this is exactly the same situation in the US. Small employers are the ones who give ARNG and USAR soldiers the hardest time. They can't outright fire them because of Res duty, but they look for other ways. Job protection, as any USARNG/USAR guy will tell you, is not a panacea-the negative employer will find a way. Cheers.

 

[Simpleton]

The Regimental CFLC rep can probably help out.

In my experience CFLC won't help for people going on basic training because you may not complete the course for a plethora of reasons and no longer belong to the CF at the end. Their focus appears to be serving members.

Mind you, that has been my experience and may not hold true for this case.

 

[Donut]

I found CFLC very keen to help me get some measure of job protection. 

I was recently told I'd be deploying on short notice for Op Athena Roto 2 (subsequently stopped, no $) and I contacted CFLC here in BC.  I heard back from a Col Philcox in a couple of days, not only offering to help but giving me a run-down on the previous attempts out here in BC with BC gov't employees.

While he was very helpful (must remember to get back to him and say thanks), the situation isn't that clear cut for me to have a job to come back to:  My employer (BC Ambulance) needs to OK it, my union (CUPE) needs to guarantee that I have seniority when I come back, and the licenscing board needs to guarantee I have credentials to practice when I return. 

Between those three, I'm not very confidant that anyone can pull it off. 

FWIW, that's at least the 7th time I've DAG'ed for something in the past 13 years, and I have yet to go on anything other then a Engineer SUE.  I guess the pers shortfalls in the HS world aren't that severe; regardless, they can settle them without me.

So, CFLC does what it can, but employers who wan't to stop you or make you lose your job will still find a way, just like in the US.

Doug

 

[dglad]

In my experience CFLC won't help for people going on basic training because you may not complete the course for a plethora of reasons and no longer belong to the CF at the end. Their focus appears to be serving members.

Mind you, that has been my experience and may not hold true for this case.

There's probably some truth to that.  CFLC has limited resources and has to apply them where they'll do the most good.  I'd be surprised if they didn't offer any help at all, but they'll probably only go so far for someone just entering the system...certainly not as far as they'd go for, for instance, a serving member trying to get time to deploy on an operation.

The member's potential unit can also assist.  When I was a CO, I wrote quite a few letters and made quite a few calls to employers trying to get time off for Reservists.  I was successful something more than 50% of the time, actually.

And as for job protection legislation, it is a two-edged sword.  I spoke at length with the CO of a USARNG inf bn, who also happened to be the State Trg O for the Guard about this; he told me that it works well for current employees, but can be an impediment to those members of the Guard actually looking for work.  If an employer knows, or even suspects that someone is a member of the Guard or Reserve, it's very simple to find a reason not to hire.  As indicated, this tends to affect smaller employers more than larger ones.  So Canada has chosen to try to work with employers to get them to support Reservists.  Both approaches have their advantages and disadvantages.