Looks like more problems for our Reservists who are being recalled to Active Duty:<br><br>Tucson reservist loses job when Navy calls<br><br>A federal lawsuit alleges Pep Boys fired a store manager because of his military obligation.<br><br>Tucson Citizen<br><br>March 15, 2003<br><br>Read the whole story at commentary page. (Due to the length of the story, I didn't want to post the whole thing here.)<br> <br>DW

 

That's something they'll soon regret....if true that is. :

 

Link directly to the story:<br>http://www.tucsoncitizen.com/busines...reservist.html

 

Hmmm....after reading that I think I'll be making purchases from Auto Zone instead of Pep Boys....

 

They better come clean on this issue, Real fast!. <br><br>I guarantee they don't want This and every other Red Blooded American Mamas boy upset at them! Traitorous Badturds!<br><br> &quot;Pep Boy's Formally announces chapter 11 today&quot; will be the headlines of the future!

 

Here's a press statement from Pep Boys. Sounds like the home office doesn't know what what's going on. I dropped 'em a friendly e-mail and told 'em if this was true, Manny, Moe, and Jack could line up and kiss my bee-hind. ;D

 

That little piece of pap from pep boys certainly doesn't address the corrective actions. They should be held accountable for all losses resulting from their actions. I wish there were a Pep Boy in this town so I could boycott one, with them knowing it. They think they're hurting, they ought to check out some of the hospitals with medical personnel who are also in the reserves or guard. How about the law enforcement and fire departments? Now we're talking critical levels of manning.<br><br>~p.o.edDave

 

What Dave said!<br><br>p.o.ed DeWain

 

I just can't believe this in this day and age. The people that fired these people should be fired and about two or three layers up the line. They need to see how it feels to be put in that position. My company supports them (reservists) 100% and even makes up the difference between their military pay and their normal pay so the family don't suffer while they are away.<br>I know where there is one store in Petersburg I won't be shopping at. Lets see Manny, Moe, and Jack on the unemployment line.

 

Hey Commatoze,<br>Can ya PM me that E-mail address?

 

If you would like to drop Pep Boys a little note of &quot;encouragement&quot; , you can go right here:<br><br>http://www.pepboys.com/about/contact...relations.html<br><br>

 

glad all the pepboys around me closed shop a year or two ago...

 

Just sent them a Nasty-gram. We don't have a Pep Boys to boycott but the intent is there. &gt; <br><br> PISTOL

 

Typical BS. Note the below information.<br><br><br>&nbsp;&nbsp;&nbsp;USERRA/VRA<br>Veterans' Reemployment Rights Act (VRR). <br>(from the Department of Defense NCESGR Employer Information Web Site) <br>Am I eligible for rights under USERRA if I perform military service? <br>Yes, provided you meet five conditions, or &quot;eligibility criteria&quot;: <br>You must hold a civilian job. (NOTE: Jobs that are held for a brief, nonrecurrent period with no reasonable expectation that the employment will continue indefinitely or for a significant period do not qualify for protection.) <br>You must give notice to your civilian employer that you will be leaving the job for military training or service. <br>You must not exceed the five-year cumulative limit on periods of service. <br>You must be released from service under &quot;honorable conditions.&quot; <br>You must report back to your civilian job in a timely manner or submit a timely application for reemployment. <br>NOTE: This material is for information only and should not be considered a legal authority. While this fact sheet is directed to members of the National Guard and Reserve, it should be noted that active component members, Public Health Service Commissioned Corps members, and certain others are also protected by the Uniformed Services Employment and Reemployment Rights Act (USERRA), if they meet the eligibility criteria. <br>(from the Utah Veteran's Site) <br>In October of 1994, the President signed the Uniformed Services Employment and Reemployment Rights Act (USERRA). This law is the latest version of a series of statutes since the 1940's intended to give protection for civilian jobs to those individuals who serve their country in the Armed Forces. USERRA is administered by the Veteran's Employment and Training Service (VETS) of the United States Department of Labor. <br>USERRA ensures that eligible persons, including members of the uniformed services, do not lose their jobs or employment benefits because of their military service. A person who leaves a civilian job for the purpose of determining fitness for or performing service in the uniformed services, voluntarily or involuntarily, is entitled to return to his or her job if the eligibility criteria of USERRA are met. <br>Give advance written or verbal notice of the service to the person's employer (exceptions exist). <br>Not exceed a cumulative length of uniformed service of five years with any one employer (exceptions exist). <br>Report to work or submit an application for reemployment to such employer within the required time frame. <br>Be released from the military under conditions other than those listed in USERRA as disqualifying (applies to all types of service). <br>If the service period was longer than thirty days, and if the employer requests, the service member must provide documentation that shows the timeliness of the application, that the service limitations were not exceeded, and the character of service is not disqualifying. The employer cannot delay reemployment in the absence of this documentation. <br>USERRA <br>(from the National Veteran's Training Institute Student Manual) <br>THE UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT <br>EMPLOYMENT SERVICE'S ROLE <br>Employment/reemployment Rights for Uniformed Service members is covered under Title 38, United States Code. <br>VETERANS' REEMPLOYMENT RIGHTS (VRR) <br>UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT (USERRA) ENACTED OCTOBER 13,1994 <br>ALWAYS REFER an employment or reemployment rights issue/complaints to your State's Director for Veterans' Employment and Training (DVET). <br>1. AS OF DECEMBER 12,1994 - ANY PERSON WHO LEAVES A POSITION FOR MILITARY SERVICE MUST GIVE NOTICE TO THE EMPLOYER. <br>2. AS OF OCTOBER 13, 1994 - The discrimination clause is very broad. &quot;Employers may not discriminate against any employee or prospective employee, with regard to hiring, retention, and promotion, or any benefit of employment because of past, present, or future application for or membership in a uniformed service.&quot; <br>3. Returning service members should be told to reapply to their pre-service employer immediately. Timelines for reemployment application vary depending on length of service. In order to be eligible for reemployment, the service member must make timely application. <br>Veterans can call the DVET's office directly or call 1-800-442-2838 for assistance. <br><br>