Question

William, an employee with the U.S. Postal Service, was deployed to Afghanistan to serve in the U.S. Army for two years. After the completion of his military duties, he resumed work at the post office. He was reemployed with an increase in pay. Which of the following laws protected William by requiring that his employer reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during the time of his deployment?

A. Vocational Rehabilitation Act

B. Uniformed Services Employment and Reemployment Rights Act (USERRA)

C. Americans with Disabilities Act (ADA)

D. Age Discrimination in Employment Act (ADEA)

E. Occupational Safety and Health Act

Answer 1

The law that protected William by requiring his employer to reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during his deployment is the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Option B.

Step-by-step explanation:

The law that protected William by requiring his employer to reemploy him with the seniority, status, and pay rate he would have earned if he had stayed on the job during his deployment is the Uniformed Services Employment and Reemployment Rights Act (USERRA).

USERRA is a federal law that protects the employment rights of individuals who serve or have served in the military, including their right to prompt reemployment after completing their military service.

Under USERRA, employers are required to provide returning service members with the same seniority, status, and pay rate that they would have attained if they had not been deployed. This ensures that service members like William are not disadvantaged due to their military service.

For example, if William had been eligible for a promotion or a pay raise during his deployment, his employer would be required to provide him with that promotion or pay raise upon his return.