Mobilizations, when did you tell your employer?

[number9]

This is not about mobilizations, but it seemed the best thread for my questions: for those of us getting into the Reserves, what do you tell your prospective employers if you're interviewing for a new job?

I've decided to start looking around for new job opportunities, but in the back of my mind I know it's likely that I'll be going to ODS in October/November of this year (though not earlier). How have people handled this with prospective employers? The Reserves is not on my resume or LinkedIn, but I do click the "yes" box when the HR software asks if I have veteran status (the same questionnaire that also asks if you're disabled, etc.)

Would you guys wait to bring up the Reserves until you had literally signed the offer and started the new job? What I am worried about most is starting a new gig in, say, July and then September rolls around and I have to say "Hey is it cool if I go to ODS for five weeks, sorry I forgot to mention it until now"...

 

[Griz882]

This is not about mobilizations, but it seemed the best thread for my questions: for those of us getting into the Reserves, what do you tell your prospective employers if you're interviewing for a new job?

I've decided to start looking around for new job opportunities, but in the back of my mind I know it's likely that I'll be going to ODS in October/November of this year (though not earlier). How have people handled this with prospective employers? The Reserves is not on my resume or LinkedIn, but I do click the "yes" box when the HR software asks if I have veteran status (the same questionnaire that also asks if you're disabled, etc.)

Would you guys wait to bring up the Reserves until you had literally signed the offer and started the new job? What I am worried about most is starting a new gig in, say, July and then September rolls around and I have to say "Hey is it cool if I go to ODS for five weeks, sorry I forgot to mention it until now"...

You’ll get mixed answers from this crowd.

First, while I don’t know your personal military history, you are not a veteran until you are a veteran.

Personally, I’d tell any employer that the reserves are in my future because not doing so is a dick move. If saying as much “costs” you the job you probably don’t want to work there anyway. Add to that…five weeks is a long time to lose an employee without notice. In my experience employers simply don’t care that much and even more want the “look at me” aspects of hire a vet.

 

[wink]

Most employers like to say they hire vets and will support the reserves. But to most employers the reserves means they lose you for two weeks a year. Five weeks is a chunk. Now imagine you take a couple weeks vacation 5 or 6 months later. I handle HR issues for my wife's business. I'd love to know your schedule.

 

[TheClyde]

This is not about mobilizations, but it seemed the best thread for my questions: for those of us getting into the Reserves, what do you tell your prospective employers if you're interviewing for a new job?

I've decided to start looking around for new job opportunities, but in the back of my mind I know it's likely that I'll be going to ODS in October/November of this year (though not earlier). How have people handled this with prospective employers? The Reserves is not on my resume or LinkedIn, but I do click the "yes" box when the HR software asks if I have veteran status (the same questionnaire that also asks if you're disabled, etc.)

Would you guys wait to bring up the Reserves until you had literally signed the offer and started the new job? What I am worried about most is starting a new gig in, say, July and then September rolls around and I have to say "Hey is it cool if I go to ODS for five weeks, sorry I forgot to mention it until now"...

The box you check is an anonymous form that the government requires to collect data. The employer won't know either way from that, although like another poster said, you're not a veteran until you're a veteran.

Back to your original question...my personal answer is, assuming you aren't mentioning it already because you think it will provide you a benefit in the selection process, is to share it after you receive an offer but before you accept. This way you don't have to worry about them rejecting you because of it, but you won't be springing something on them last minute when you need to go to ODS.

 

[number9]

You’ll get mixed answers from this crowd.

First, while I don’t know your personal military history, you are not a veteran until you are a veteran.

Personally, I’d tell any employer that the reserves are in my future because not doing so is a dick move. If saying as much “costs” you the job you probably don’t want to work there anyway. Add to that…five weeks is a long time to lose an employee without notice. In my experience employers simply don’t care that much and even more want the “look at me” aspects of hire a vet.

I'm not prior service so I'm very careful with the v-word: I'll have to triple check, but I'm almost positive the "veteran" status on the application I filled out includes current reservists as veterans. But I appreciate the call-out!

I have direct reports under me today, and I've hired for them in the past. If someone waited until the last minute to tell me they have a five-week obligation outside of work, I would not be thrilled. That's the situation I'm trying to avoid for myself

Most employers like to say they hire vets and will support the reserves. But to most employers the reserves means they lose you for two weeks a year. Five weeks is a chunk. Now imagine you take a couple weeks vacation 5 or 6 months later. I handle HR issues for my wife's business. I'd love to know your schedule.

I pointed out that I'd want to go in ODS in October, which puts me back at work in early November in a best-case scenario. Then there's Thanksgiving, then Christmas vacation.. so yeah, I'm very cognizant of how it would look.

The box you check is an anonymous form that the government requires to collect data. The employer won't know either way from that, although like another poster said, you're not a veteran until you're a veteran.

Back to your original question...my personal answer is, assuming you aren't mentioning it already because you think it will provide you a benefit in the selection process, is to share it after you receive an offer but before you accept. This way you don't have to worry about them rejecting you because of it, but you won't be springing something on them last minute when you need to go to ODS.

Yep, I'm aware that the veteran/disabled/other form is for .gov and not the employer. As I said above, I'll triple check the veteran status but I'm almost positive it includes current reservists as "veterans".

I think I like your disclosure approach best: share it after I receive the offer but before I accept it.

 

[Griz882]

I'm not prior service so I'm very careful with the v-word: I'll have to triple check, but I'm almost positive the "veteran" status on the application I filled out includes current reservists as veterans. But I appreciate the call-out!

I have direct reports under me today, and I've hired for them in the past. If someone waited until the last minute to tell me they have a five-week obligation outside of work, I would not be thrilled. That's the situation I'm trying to avoid for myself


I pointed out that I'd want to go in ODS in October, which puts me back at work in early November in a best-case scenario. Then there's Thanksgiving, then Christmas vacation.. so yeah, I'm very cognizant of how it would look.


Yep, I'm aware that the veteran/disabled/other form is for .gov and not the employer. As I said above, I'll triple check the veteran status but I'm almost positive it includes current reservists as "veterans".

I think I like your disclosure approach best: share it after I receive the offer but before I accept it.

If you are currently serving in the reserves then you are good. I wasn’t sure and assumed you were joining soon.

 

[number9]

If you are currently serving in the reserves then you are good. I wasn’t sure and assumed you were joining soon.

No worries - I am more than happy to have my homework checked! I've commissioned already but am waiting to be gained..

 

[wink]

I've commissioned already but am waiting to be gained..

Congrats!!

 

[surf3001x]

My man b-lining to Home Depot for that 10% off!

 

[exNavyOffRec]

This is not about mobilizations, but it seemed the best thread for my questions: for those of us getting into the Reserves, what do you tell your prospective employers if you're interviewing for a new job?

I've decided to start looking around for new job opportunities, but in the back of my mind I know it's likely that I'll be going to ODS in October/November of this year (though not earlier). How have people handled this with prospective employers? The Reserves is not on my resume or LinkedIn, but I do click the "yes" box when the HR software asks if I have veteran status (the same questionnaire that also asks if you're disabled, etc.)

Would you guys wait to bring up the Reserves until you had literally signed the offer and started the new job? What I am worried about most is starting a new gig in, say, July and then September rolls around and I have to say "Hey is it cool if I go to ODS for five weeks, sorry I forgot to mention it until now"...

I have had multiple people that I have interviewed tell me they are in the reserves both with my current company and my past company, in each circumstance I told them it wasn't an issue and the HM backed me up, and each one I sent to the HM has been hired.

So they lose you for a weekend, or a few weeks during the year, we actually give PTO to Guard and Reserves that is separate from their normal time off that they are to use specifically for the 2 weeks or activation.

I would also bring up how is this different than hiring a woman who becomes pregnant right after being hired? She will be gone in some states for up to 4 months, and what about fathers who in some states get the same benefit?

This is something employers can plan for and they should, at least they can plan for it unlike an employee that has a medical event and is gone for months with no notice.

If you have something coming up soon maybe it would be good to tell them, but if you are feeling that they are not going to be happy about it if you tell them how will they feel about other items that could take you away for more than a few weeks?

 

[exNavyOffRec]

My man b-lining to Home Depot for that 10% off!

Now capped at 400 per year and only applicable to certain items. Still a good deal though.

 

[MIDNJAC]

Now capped at 400 per year and only applicable to certain items. Still a good deal though.

That makes me feel better. I bought literally thousands of dollars of stuff from them a couple years back when we were moving in, before I knew about this

 

[nittany03]

That makes me feel better. I bought literally thousands of dollars of stuff from them a couple years back when we were moving in, before I knew about this

I recently got a bid from them to redo my kitchen, because I'd had a good experience with them when I redid my old Whidbey condo. That and other details from their subcontractor's bid made them not the best bid this time around anyway. Even if they'd offered that discount, there were line items their installation sub wasn't competitive on and things they wouldn't do, as simple as running a gas line.

I'm currently working with a local general contractor who I'm (so far) getting a much better experience with, even with no mil discount.

 

[exNavyOffRec]

I recently got a bid from them to redo my kitchen, because I'd had a good experience with them when I redid my old Whidbey condo. That and other details from their subcontractor's bid made them not the best bid this time around anyway. Even if they'd offered that discount, there were line items their installation sub wasn't competitive on and things they wouldn't do, as simple as running a gas line.

I'm currently working with a local general contractor who I'm (so far) getting a much better experience with, even with no mil discount.

If you ever need another general contractor PM me, I know a guy who is working on my place and has good reputation.

 

[Hail_HYDRA!]

I'm not prior service so I'm very careful with the v-word: I'll have to triple check, but I'm almost positive the "veteran" status on the application I filled out includes current reservists as veterans. But I appreciate the call-out!

I have direct reports under me today, and I've hired for them in the past. If someone waited until the last minute to tell me they have a five-week obligation outside of work, I would not be thrilled. That's the situation I'm trying to avoid for myself


I pointed out that I'd want to go in ODS in October, which puts me back at work in early November in a best-case scenario. Then there's Thanksgiving, then Christmas vacation.. so yeah, I'm very cognizant of how it would look.


Yep, I'm aware that the veteran/disabled/other form is for .gov and not the employer. As I said above, I'll triple check the veteran status but I'm almost positive it includes current reservists as "veterans".

I think I like your disclosure approach best: share it after I receive the offer but before I accept it.

Vet status question?

Well, what I’m tracking as the criteria to be considered a veteran are the following:

» Served for 90 days or more on active duty during a wartime period (other than for training), OR
» Were discharged or released from active duty for a service-connected disability, OR
» Have six years of service in the Selected Reserve or National Guard

If you’re a DCO off the street with no prior service, I’m pretty sure you don’t meet any of the requirements above. Basically, you are not a veteran yet, but hey, you’re on your way!