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When National Guard and Reserve members get called to duty, two worlds collide: their civilian careers and military obligations. The Employer Support of the Guard and Reserve (ESGR) program exists to make sure that collision doesn’t destroy either.
Since 1972, ESGR has served as the critical bridge between America’s 760,000 weekend warriors and their civilian employers. The program’s mission is simple but vital: ensure that serving your country doesn’t cost you your job.
This comprehensive guide explains how ESGR protects your employment rights, resolves workplace conflicts, and recognizes employers who go above and beyond for their military employees.
What ESGR Does
A Department of Defense Program with National Security Stakes
ESGR was born in 1972 as America transitioned to an All-Volunteer Force. This shift made the relationship between service members and civilian employers a matter of strategic national importance. Without employer support, the military simply couldn’t function.
The Reserve Components—Army National Guard, Army Reserve, Navy Reserve, Marine Corps Reserve, Air National Guard, Air Force Reserve, and Coast Guard Reserve—comprise approximately 48 percent of America’s total military manpower. The current National Defense Strategy requires these forces to act as full partners in a “fully integrated Total Force.”
This means Guard and Reserve members spend significant time away from civilian jobs for training, deployments, and missions. Their dual role as citizen and warrior only works with the promise of meaningful civilian employment. Employer support isn’t just nice to have—it’s a foundational pillar of U.S. national security.
How ESGR Operates
ESGR functions as a Department of Defense program under the Assistant Secretary of Defense for Manpower and Reserve Affairs. More specifically, it operates as a directorate within the Department of Defense Human Resources Activity (DoDHRA).
National leadership includes a National Chair appointed by the Secretary of Defense and an Executive Director who manages daily operations. The national headquarters in Alexandria, Virginia provides strategic direction, training resources, and administrative support for the nationwide volunteer network.
ESGR accomplishes its mission through three core functions:
- Educating service members and employers about rights and responsibilities under federal law
- Recognizing employers who provide outstanding support
- Resolving workplace conflicts through neutral, no-cost mediation
The Volunteer Army Behind ESGR
ESGR’s operational strength lies in its vast nationwide volunteer network. This force consists of thousands of dedicated individuals—ranging from nearly 2,300 to over 4,500 depending on current counts—organized into 54 Field Committees covering all 50 states, territories, and overseas locations.
These volunteers aren’t exclusively military veterans. They’re drawn from across American society: small business owners, corporate executives, government officials, educators, and community leaders. This diversity provides ESGR with immense credibility and real-world knowledge.
State committees deliver ESGR programs at the local level. They conduct employer outreach events, provide educational briefings, organize “Bosslifts” to military training sites, manage employer awards programs, and provide trained ombudsmen who mediate disputes.
Contact information for local state committees is available on the ESGR website. This decentralized, volunteer-led model allows tailored engagement responsive to unique economic and social conditions that a centralized federal agency couldn’t replicate effectively.
Understanding Your Employment Rights Under USERRA
The Law That Protects Military Careers
The Uniformed Services Employment and Reemployment Rights Act (USERRA) is the comprehensive federal law governing employment and reemployment rights for individuals who leave civilian jobs to perform military service. Enacted in 1994, USERRA ensures these individuals aren’t disadvantaged in civilian careers because of their service.
USERRA’s protections are intentionally broad. The law covers past and present members of all “uniformed services”—Army, Navy, Air Force, Marine Corps, Coast Guard, Space Force, and their Reserve Components; Army National Guard and Air National Guard; commissioned corps of the Public Health Service and NOAA; and even applicants to uniformed services.
The law applies to virtually all U.S. employers, public and private, regardless of size. This includes federal government, state and local governments, and foreign companies conducting business in the United States.
Core USERRA Protections
Freedom from Discrimination and Retaliation
USERRA is fundamentally an anti-discrimination statute. Employers cannot deny initial employment, reemployment, retention, promotion, or any employment benefit based on past, present, or future military service or obligation.
This means employers cannot:
- Refuse to hire someone because they’re in the National Guard
- Fire someone for being deployed
- Deny promotions to qualified employees because of military commitments
- Retaliate against individuals for filing USERRA complaints or exercising their rights
Recent interpretations clarify this protection also covers creating hostile work environments based on military status.
The Right to Reemployment: The “Escalator Principle”
Perhaps USERRA’s most powerful provision is the “escalator principle” governing reemployment rights. This principle requires employers to reemploy returning service members in positions they would have attained with reasonable certainty had they not been absent for military service.
This isn’t just getting your old job back—it’s a forward-looking requirement to restore the career trajectory you were on. The “escalator position” includes seniority, status, pay rate, and other rights and benefits you would have accrued with continuous employment.
For example, if your peers received promotions and pay raises during your deployment, you’d generally be entitled to that same promotion and pay rate upon reemployment. Employers must make reasonable efforts, including providing training or retraining, to help returning members become qualified for their proper escalator position.
The principle works both ways. If your position would have been eliminated in company-wide layoffs, or if your seniority would have resulted in demotion or transfer to a less desirable shift, the escalator principle could result in reemployment to that less favorable status.
Continuation of Benefits
USERRA provides specific protections for health and pension benefits to ensure seamless transitions between civilian and military life.
Health Insurance: Employees performing military service can elect to continue employer-provided health plan coverage for themselves and dependents for up to 24 months. For service periods longer than 30 days, employees may be required to pay up to 102 percent of the full premium.
Upon returning and being reemployed, service members must be immediately reinstated in employer health plans, generally without waiting periods or pre-existing condition exclusions (unless for service-connected injuries).
Pension Plans: Military service periods are considered continuous service for pension plan participation, vesting, and benefit accrual. Upon reemployment, employers must make any pension contributions they would have made had the employee not been absent. Employees can make up any missed contributions or elective deferrals.
Your Responsibilities Under USERRA
While USERRA provides strong protections, it places certain responsibilities on service members. There are five key eligibility requirements:
Advance Notice
You or an appropriate military officer must provide your employer advance notice of military service. This notice can be verbal or written. While USERRA doesn’t set minimum timeframes, the Department of Defense strongly recommends at least 30 days when feasible. You don’t need to obtain employer “permission” to perform military service.
Five-Year Cumulative Service Limit
To retain reemployment rights with a particular employer, cumulative length of all military absences from that employer must not exceed five years.
Critical Exceptions to the Five-Year Limit
This five-year limit is one of USERRA’s most misunderstood aspects, as numerous service types are exempt:
- Service required to complete initial obligated service periods (first enlistments longer than five years)
- Required Guard and Reserve training (monthly drills, annual training, professional development)
- Service performed while ordered to or retained on active duty involuntarily during domestic emergencies, national security situations, war, or national emergencies declared by the President or Congress
Timely Application for Reemployment
You must report back to work or apply for reemployment within specific time limits determined by service length:
- Service of 1 to 30 days: Report by the beginning of the first full regularly scheduled work period after completing service, allowing for safe travel home plus an eight-hour rest period
- Service of 31 to 180 days: Submit reemployment application within 14 days after completing service
- Service of 181 or more days: Submit reemployment application within 90 days after completing service
Character of Service
You must not have been separated from military service with a punitive or other-than-honorable discharge. Disqualifying separations include dishonorable discharge, bad conduct discharge, or dismissal of a commissioned officer by general court-martial sentence.
How ESGR Helps You
Your First Call for Assistance
ESGR’s primary functions are providing information, education, and informal, neutral mediation. The organization serves as a no-cost, impartial resource for all parties involved in potential workplace conflicts related to military service.
Crucially, ESGR doesn’t have authority to enforce USERRA. That statutory authority rests with the U.S. Department of Labor. ESGR’s power lies in its ability to proactively educate and informally mediate, resolving the vast majority of issues before they escalate to formal investigations or legal action.
This distinction positions ESGR as the ideal first contact for anyone with questions or developing conflicts.
The Ombudsman Services Program
ESGR’s primary conflict resolution mechanism is its Ombudsman Services Program. This program is built on a national network of highly trained volunteer ombudsmen skilled in both USERRA nuances and dispute resolution techniques. Their mission is providing informal, impartial mediation to find mutually agreeable solutions.
If you believe your USERRA rights have been violated or you’re experiencing workplace conflicts, you can request assistance several ways. The most direct method is calling the ESGR National Customer Service Center at 1-800-336-4590 and selecting Option 1. Alternatively, you can submit a formal request online through the USERRA Support Request form.
Once a request is received, a trained ombudsman from your state is assigned to the case. This ombudsman reaches out to both you and your employer to open dialogue, clarify law requirements, and facilitate resolution.
All communications in this informal mediation process are confidential and protected by the Administrative Dispute Resolution Act, meaning they cannot be disclosed without written consent of all parties. This confidentiality encourages open, honest discussion.
The program is remarkably effective, with high success rates largely because most conflicts stem from simple law misunderstandings rather than willful violations.
When Informal Mediation Isn’t Enough
The USERRA conflict resolution system is designed as an “escalation ladder,” providing multiple intervention tiers that balance accessibility with legal authority. ESGR’s informal mediation is the first, most accessible rung.
If this process doesn’t result in satisfactory resolution, you have several options to escalate your claim to formal enforcement bodies.
Department of Labor Investigation
The next step is filing a formal complaint with the Department of Labor’s Veterans’ Employment and Training Service (DOL-VETS). VETS is the federal agency with authority to conduct formal USERRA complaint investigations. You can file claims online or by mail.
If you choose to file a formal VETS complaint, ESGR will not open a parallel mediation case, as the matter has moved into formal investigative processes.
Legal Action Referrals
If VETS conducts an investigation and finds merit but cannot resolve the issue with your employer, the case can be referred for legal action. The referral path depends on employer type:
- For private employers and state or local government employers, VETS can refer cases to the Department of Justice for potential litigation
- For federal government employers, cases are referred to the Office of Special Counsel for review and potential action before the Merit Systems Protection Board
Private Legal Action
You always retain the right to bypass government enforcement and initiate private civil action by hiring your own attorney.
This tiered system deliberately filters cases by severity. Simple misunderstandings can be resolved quickly and informally at the ESGR level, while reserving more powerful, resource-intensive tools of formal investigation and litigation for the most complex or egregious cases.
Resources for Service Members and Families
Beyond conflict resolution, ESGR serves as a vital information hub for service members and families. The ESGR website is a comprehensive repository of educational materials designed to promote understanding and prevent conflicts before they start.
The site offers practical tools, including downloadable sample letters you can adapt to provide employers official notification of upcoming military service or intent to return to work. These templates help ensure communication is clear, professional, and compliant with USERRA notice requirements.
The site also provides detailed deployment checklists and answers to frequently asked questions about USERRA, along with links to the full law text and implementing regulations.
ESGR recognizes that stable employment is key to service member well-being and readiness. The organization connects service members and families with wide-ranging employment support resources, including:
- Yellow Ribbon Reintegration Program (YRRP), providing support throughout deployment cycles
- Department of Labor’s nationwide network of American Job Centers
- Military OneSource comprehensive resources
- Federal employment portal USAJobs.gov
Employer Programs and Recognition
The Business Case for Hiring Guard and Reserve Members
ESGR actively promotes that hiring and supporting National Guard and Reserve members isn’t just patriotic duty—it’s sound business strategy. Service members bring unique, valuable skills to civilian workforces.
They’re characterized by discipline, professionalism, strong work ethic, and proven leadership abilities cultivated through rigorous military training. Beyond these intangible qualities, service members often possess tangible, highly sought-after skills.
Many have advanced technical training, professional certifications, and higher education, often military-funded, translating into more capable, qualified employees at no additional training cost to employers. They bring global perspectives and understanding of how to work effectively as diverse team members to accomplish missions.
By hiring from this talent pool, employers gain access to a workforce that’s skilled and embodies integrity and responsibility. Employers seeking to tap into this talent can utilize resources promoted by ESGR, such as the Department of Labor’s veteran hiring portal and nationwide American Job Centers network.
The Statement of Support Program
The Statement of Support program is the cornerstone of ESGR’s employer outreach efforts since the first statement was signed by General Motors’ Chairman on December 13, 1972. The program’s goal is creating visible, public commitment from employers to act as advocates for their employees’ military participation.
By signing a Statement of Support, employers make formal pledges to their employees and communities. The pledge includes four key commitments:
- To fully recognize, honor, and comply with USERRA
- To provide managers and supervisors with tools and training needed to effectively manage employees who serve in the Guard and Reserve
- To appreciate the values, leadership, and unique skills service members bring to workforces and encourage opportunities to hire Guardsmen, Reservists, and Veterans
- To continually recognize and support the nation’s service members and families in times of peace, crisis, and war
Thousands of employers, from small businesses to Fortune 500 companies and every federal government agency, have signed Statements of Support. Employers are encouraged to display signed statements prominently in workplaces as visible symbols of their commitment.
Participation is simple and can be initiated by requesting a Statement of Support through the ESGR website.
The “Bosslift” Program
One of ESGR’s most unique and impactful outreach programs is the “Bosslift.” This program provides employers and supervisors extraordinary opportunities to see their employees in action in military environments.
ESGR facilitates these trips, transporting civilian bosses to military training sites—both in the U.S. and sometimes abroad—where they can observe their employees performing military duties as part of the Total Force.
The objective is bridging understanding gaps between civilian workplaces and military worlds. By witnessing firsthand the complexity, responsibility, and leadership skills their employees demonstrate in uniform, employers gain profound appreciation for what their employees do when away from civilian jobs.
This experience often transforms employer perspectives, fostering deeper support and understanding that strengthens employer-employee relationships. In addition to traditional Bosslifts, ESGR also promotes “Alternate Bosslifts,” which pair ESGR briefings with entertainment events like NASCAR races or Army Soldier Shows to build rapport in informal settings.
The ESGR Awards Program
Recognizing Excellence Through Recognition
A central tenet of ESGR’s mission is public recognition of employers who provide steadfast support to Guard and Reserve employees. The ESGR awards program serves as a tangible way to thank employers for their sacrifices and strengthen bonds between them and their service member employees.
The program is structured as a tiered system, creating a pathway of recognition that encourages employers to move from basic compliance to becoming proactive advocates and leaders in supporting military communities.
This tiered structure is a strategic engagement tool. It begins with accessible awards for individual supervisors, creating low-barrier entry points for employers to become aware of ESGR. It then progresses to state-level awards requiring policies and actions exceeding legal requirements, encouraging employers to move from passive compliance to active support.
The hierarchy culminates in a highly prestigious national award, creating aspirational goals for the most dedicated employers. This system is designed not just to give thanks, but to cultivate deeper, more sustained support cultures over time.
Award Categories and Requirements
| Award Name | Description/Purpose | Who Can Nominate? | Award Level/Notes |
|---|---|---|---|
| Patriot Award | Honors individual supervisors and bosses for their direct support of a nominating service member or their spouse | Service member or spouse | Individual Supervisor Level. The foundational award in the ESGR system |
| Spouse Patriot Award | A specific variant of the Patriot Award for a military spouse to nominate their own supportive supervisor | Spouse of a service member | Individual Supervisor Level. Recognizes support for military families |
| Seven Seals Award | Recognizes significant individual or organizational achievement, initiative, or support that promotes the ESGR mission | Presented at the discretion of the ESGR State Chair or senior leadership | State/Leadership Discretionary. The broadest and most inclusive award |
| Above and Beyond Award | Recognizes employers at the local level who have gone above and beyond the legal requirements of USERRA | Nominated through the Patriot Award process; selected by State Committees | State Committee Level. Requires non-mandated benefits (e.g., differential pay) |
| Pro Patria Award | Presented annually to the top small, large, and public sector employers in each state for their exceptional support | Nominated through the Patriot Award process; selected by State Committees | Highest State-Level Award |
| Extraordinary Employer Support Award | Recognizes sustained employer support for three or more years after receiving a Freedom Award or Pro Patria Award | Prior recipients of the Freedom or Pro Patria Award | National Level. Recognizes long-term, sustained excellence |
| Secretary of Defense Employer Support Freedom Award | The highest recognition given by the U.S. Government to employers for their outstanding support of Guard and Reserve employees | Service member or a family member acting on their behalf | National Level – The Highest Honor. Up to 15 awarded annually |
The Patriot Award: Foundation of Recognition
The Patriot Award is the foundation of the ESGR recognition program. It honors individual supervisors and bosses who provide direct, personal support to service members they manage and their families. This is the most frequently presented award and serves as the entry point for all higher-level state and national awards.
Patriot Award criteria are broad and focus on efforts made by supervisors to accommodate employees’ military service. This can include providing flexible work schedules around drill weekends, granting time off before and after deployments for family needs, showing care and concern for service members’ families during absences, and granting leaves of absence when needed.
Nominations must be submitted by employees serving in the National Guard or Reserve, or by spouses of service members nominating their own supportive bosses. The process is simple and can be completed online through the ESGR website. Service members can nominate as many deserving supervisors as they wish.
Each nominated supervisor receives a framed Patriot Award certificate and accompanying lapel pin, which can be presented by an ESGR volunteer.
The Seven Seals Award: Broad and Inclusive Support
The Seven Seals Award is the most versatile and inclusive award in the ESGR portfolio. Unlike other awards that follow direct nomination paths from employees, the Seven Seals Award is presented at the discretion of ESGR State Chairs or senior leadership.
Its purpose is recognizing significant individual or organizational achievement, initiative, or support that broadly promotes and advances the ESGR mission. This award can honor wide-ranging contributions—community organizations that have been key partners in ESGR outreach events, media outlets providing positive coverage of employer support, influential leaders who have championed the cause, or even ESGR’s own dedicated volunteers.
The award name is symbolic, representing the seven Reserve Components of the U.S. military. Service members who wish to have individuals or organizations considered for this honor can email their respective ESGR State Committee with detailed justifications of nominees’ contributions.
State-Level Honors
As employers demonstrate higher commitment levels, they can be recognized with state-level awards selected by local ESGR State Committees.
The Above and Beyond Award is presented to employers who have gone beyond USERRA’s legal requirements by providing Guard and Reserve employees additional, non-mandated benefits. Examples include providing differential pay to make up differences between military and civilian salaries during deployments, extending health insurance benefits at company expense, or offering additional paid leave for military duties.
The Pro Patria Award is the highest honor ESGR State Committees can bestow. It’s presented annually in each state and territory to one small employer, one large employer, and one public sector employer. Recipients are those who have demonstrated the absolute greatest support to Guard and Reserve employees through leadership and practices, including adoption of formal personnel policies that make it easier for employees to participate in military service.
The Secretary of Defense Employer Support Freedom Award
The pinnacle of the ESGR awards program is the Secretary of Defense Employer Support Freedom Award. It’s the highest and most prestigious recognition given by the U.S. Government to employers for outstanding support of employees serving in the National Guard and Reserve.
The Freedom Award was instituted in 1996 by then-Secretary of Defense William Perry to publicly recognize employers providing the most exceptional support, far exceeding what’s required by law. Since inception, only a few hundred employers have received this distinguished honor.
The nomination and selection process is rigorous and highly competitive. Nominations must come from Guard or Reserve employees or family members acting on their behalf. The nomination season is open annually, typically from October 1 to December 31, and submissions are made through the official Freedom Award website.
Once nominations close, they undergo multi-tiered review. ESGR State Committees review all nominations from their states and can forward recommendations to the national level. A national selection board comprised of senior Defense officials and business leaders reviews recommendations and selects up to 30 finalists.
From these finalists, the board recommends up to 15 recipients for final consideration and approval by the Secretary of Defense. The award is presented annually at a formal ceremony in Washington, D.C.
How to Contact ESGR and Get Help
ESGR utilizes a “centralized intake, decentralized execution” model for support services, ensuring all initial inquiries are handled consistently while actual support is delivered by local experts. This hybrid approach balances federal standardization with the agility and relationship-building capacity of state-based volunteers.
For General Questions and USERRA Inquiries
For any general question about ESGR or specific inquiries regarding USERRA, the primary contact is the ESGR National Customer Service Center.
Phone: The toll-free number is 1-800-336-4590. Callers should select Option 1 for USERRA-related assistance. The center is available Monday through Friday, from 8:00 AM to 4:30 PM Eastern Time.
Email: For USERRA questions, the direct email is [email protected]. For media inquiries, use [email protected]. For technical support with the ESGR website, contact [email protected].
Online Form: For non-urgent questions, individuals can complete a USERRA Information Request form on the ESGR website.
To Request Mediation Services
Service members experiencing conflicts with civilian employers related to military service who wish to request informal mediation from an ESGR Ombudsman should use the same primary contact channels.
Phone: Call the National Customer Service Center at 1-800-336-4590 and select Option 1 to speak with a representative who can initiate a case.
Online Form: The most direct way to request mediation is by filling out the dedicated USERRA Support Request form.
Once the request is submitted, an ESGR representative will process the information and refer the case to a trained volunteer Ombudsman in the appropriate state or territory to begin the confidential mediation process.
To Find Your Local State Committee
For information specific to particular states or territories—such as learning about local events, contacting State Chairs, or inquiring about local volunteer opportunities—individuals should connect directly with their local ESGR State Committee.
Contact information for all 54 committees is available through the “State Pages” link on the national ESGR website.
The Critical Role of Early Intervention
The entire ESGR system is designed around the principle that early intervention prevents escalation. The sooner you contact ESGR when employment issues arise, the more likely they are to be resolved informally and amicably.
Most workplace conflicts involving military service stem from misunderstandings about legal requirements rather than intentional discrimination. ESGR’s educational approach and neutral mediation services resolve the vast majority of these cases without need for formal legal action.
The key is knowing your rights, understanding your employer’s obligations, and having a trusted resource to turn to when questions or conflicts arise. ESGR serves as that resource, standing ready to help both service members and employers navigate the complex intersection of military service and civilian careers.
Whether you’re facing a specific workplace issue, need general information about your rights, or want to recognize a supportive employer, ESGR provides the expertise, resources, and advocacy you need to protect your civilian career while serving your country.
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