Fifty years of heritage (edition 20) Published Aug. 12, 2011 By Eric M. White 910 AW/PA YOUNGSTOWN AIR RESERVE STATION, Ohio -- Each week in 2011, the 910th AW/PA office will republish a historic article or highlight from the archive along with a brief commentary. In the case of articles, we will publish exact copies of the originals, so any grammatical or typographical errors are intentional reproductions. Employment rights then and now The 910th Airlift Wing recently hosted its annual Employer Awareness Day event. The event gives 910th reservists the chance to nominate their civilian employers to attend the program at Youngstown Air Reserve Station with the intent of informing their employer regarding their reserve duty. The event typically includes a base tour, demonstrations by base units including a firefighting and security forces exercise and a flight on a C-130 Hercules aircraft. In 1974, the reservists of the 910th Tactical Fighter Group faced challenges similar to today's reservists in balancing civilian and military life. The 910th Legal office wrote the following column regarding the rights of Airmen on annual tour. Know your Rights By 910th Legal Office From the August 1974 Nine Ten Flyer With the impending summer camp, an item of great concern to most members of our unit is the respective rights they have in connection with their civilian employment. Almost everyone including the employer is generally aware that a reservist is permitted a leave of absence for a two week active duty tour with a reserve unit. What is perhaps less recognized is the fact that an employer shall not infringe upon his reservist employee's rights to his employment position, seniority status, pay and vacation. The applicable federal law with respect to this matter is the Selective Service Act of 1967, 50 U.S. Code, Section 459, which states, "Any employee . . . . shall upon request be granted a leave of absence by his employer for a period required to perform active duty for training or inactive duty training in the Armed Forces of the United States. Upon his release from a period of such active duty for training or inactive duty training, or upon his discharge from hospitalization incident to that training, such employee shall be permitted to return to his position with such seniority, status, pay, and vacation as he would have had if he had not been absent for such purposes." Even though the lawn may be quite clear on this matter some reservists may still encounter problems with their employers with regard to loss of vacation time, sick leave, or pay as a result of an annual two week tour of active duty. If such a problem is encountered a reservists has several options to insure that his rights are protected. A reservist employee need not initiate a claim through his particular unit. He may write, visit, or call the appropriate federal agency with jurisdiction over reservists employment rights. The federal office handling these matters is: U.S. Department of Labor Veterans Reemployment Rights Washington D.C. 20201 Its nearest offices are located in Cleveland and Pittsburgh.