Federal Legislation requiring employees to grant reemployment rights to employees who have served in the military dates back to World War II. Since then, coverage and protection for veterans and reservists has expanded.
Military leaves of absence and reemployment rights of veterans are now governed by the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA).
VEVRAA requires that certain federal contractors take affirmative action to employ and advance certain categories of veterans.
The following types of military service are covered by the law: active duty, active duty for training, initial active duty for training, inactive duty training, full-time National Guard duty, or absence from work for an examination to determine an employee's fitness of any of these types of duty.
Generally, there is a five-year limit on the cumulative length of an employee's service-connected absences from an employer. Thus, after five cumulative years have passed, there is no need to offer reemployment rights.