GroundRules
Browse Federal regulations
Read the original sections, or search by topic.
- 20 CFR 1002.73 · Does service in the uniformed services have to be an employee's sole reason for leaving an employment position in order to have USERRA reemployment rights?
- 20 CFR 1002.74 · Must the employee begin service in the uniformed services immediately after leaving his or her employment position in order to have USERRA reemployment rights?
- 20 CFR 1002.85 · Must the employee give advance notice to the employer of his or her service in the uniformed services?
- 20 CFR 1002.86 · When is the employee excused from giving advance notice of service in the uniformed services?
- 20 CFR 1002.87 · Is the employee required to get permission from his or her employer before leaving to perform service in the uniformed services?
- 20 CFR 1002.88 · Is the employee required to tell his or her civilian employer that he or she intends to seek reemployment after completing uniformed service before the employee leaves to perform service in the uniformed services?
- 20 CFR 1002.99 · Is there a limit on the total amount of service in the uniformed services that an employee may perform and still retain reemployment rights with the employer?
- 20 CFR 1002.100 · Does the five-year service limit include all absences from an employment position that are related to service in the uniformed services?
- 20 CFR 1002.101 · Does the five-year service limit include periods of service that the employee performed when he or she worked for a previous employer?
- 20 CFR 1002.102 · Does the five-year service limit include periods of service that the employee performed before USERRA was enacted?
- 20 CFR 1002.103 · Are there any types of service in the uniformed services that an employee can perform that do not count against USERRA's five-year service limit?
- 20 CFR 1002.104 · Is the employee required to accommodate his or her employer's needs as to the timing, frequency or duration of service?
- 20 CFR 1002.115 · Is the employee required to report to or submit a timely application for reemployment to his or her pre-service employer upon completing the period of service in the uniformed services?
- 20 CFR 1002.116 · Is the time period for reporting back to an employer extended if the employee is hospitalized for, or convalescing from, an illness or injury incurred in, or aggravated during, the performance of service?
- 20 CFR 1002.117 · Are there any consequences if the employee fails to report for or submit a timely application for reemployment?
- 20 CFR 1002.118 · Is an application for reemployment required to be in any particular form?
- 20 CFR 1002.119 · To whom must the employee submit the application for reemployment?
- 20 CFR 1002.120 · If the employee seeks or obtains employment with an employer other than the pre-service employer before the end of the period within which a reemployment application must be filed, will that jeopardize reemployment rights with the pre-service employer?
- 20 CFR 1002.121 · Is the employee required to submit documentation to the employer in connection with the application for reemployment?
- 20 CFR 1002.122 · Is the employer required to reemploy the employee if documentation establishing the employee's eligibility does not exist or is not readily available?
- 20 CFR 1002.123 · What documents satisfy the requirement that the employee establish eligibility for reemployment after a period of service of more than thirty days?
- 20 CFR 1002.134 · What type of discharge or separation from service is required for an employee to be entitled to reemployment under USERRA?
- 20 CFR 1002.135 · What types of discharge or separation from uniformed service will make the employee ineligible for reemployment under USERRA?
- 20 CFR 1002.136 · Who determines the characterization of service?
- 20 CFR 1002.137 · If the employee receives a disqualifying discharge or release from uniformed service and it is later upgraded, will reemployment rights be restored?
- 20 CFR 1002.138 · If the employee receives a retroactive upgrade in the characterization of service, will that entitle him or her to claim back wages and benefits lost as of the date of separation from service?
- 20 CFR 1002.139 · Are there any circumstances in which the pre-service employer is excused from its obligation to reemploy the employee following a period of uniformed service? What statutory defenses are available to the employer in an action or proceeding for reemployment benefits?
- 20 CFR 1002.149 · What is the employee's status with his or her civilian employer while performing service in the uniformed services?
- 20 CFR 1002.150 · Which non-seniority rights and benefits is the employee entitled to during a period of service?
- 20 CFR 1002.151 · If the employer provides full or partial pay to the employee while he or she is on military leave, is the employer required to also provide the non-seniority rights and benefits ordinarily granted to similarly situated employees on furlough or leave of absence?
- 20 CFR 1002.152 · If employment is interrupted by a period of service in the uniformed services, are there any circumstances under which the employee is not entitled to the non-seniority rights and benefits ordinarily granted to similarly situated employees on furlough or leave of absence?
- 20 CFR 1002.153 · If employment is interrupted by a period of service in the uniformed services, is the employee permitted upon request to use accrued vacation, annual or similar leave with pay during the service? Can the employer require the employee to use accrued leave during a period of service?
- 20 CFR 1002.163 · What types of health plans are covered by USERRA?
- 20 CFR 1002.164 · What health plan coverage must the employer provide for the employee under USERRA?
- 20 CFR 1002.165 · How does the employee elect continuing health plan coverage?
- 20 CFR 1002.166 · How much must the employee pay in order to continue health plan coverage?
- 20 CFR 1002.167 · What actions may a plan administrator take if the employee does not elect or pay for continuing coverage in a timely manner?
- 20 CFR 1002.168 · If the employee's coverage was terminated at the beginning of or during service, does his or her coverage have to be reinstated upon reemployment?
- 20 CFR 1002.169 · Can the employee elect to delay reinstatement of health plan coverage until a date after the date he or she is reemployed?
- 20 CFR 1002.170 · In a multiemployer health plan, how is liability allocated for employer contributions and benefits arising under USERRA's health plan provisions?
- 20 CFR 1002.171 · How does the continuation of health plan benefits apply to a multiemployer plan that provides health plan coverage through a health benefits account system?
- 20 CFR 1002.180 · When is an employee entitled to be reemployed by his or her civilian employer?
- 20 CFR 1002.181 · How is “prompt reemployment” defined?
- 20 CFR 1002.191 · What position is the employee entitled to upon reemployment?
- 20 CFR 1002.192 · How is the specific reemployment position determined?
- 20 CFR 1002.193 · Does the reemployment position include elements such as seniority, status, and rate of pay?
- 20 CFR 1002.194 · Can the application of the escalator principle result in adverse consequences when the employee is reemployed?
- 20 CFR 1002.195 · What other factors can determine the reemployment position?
- 20 CFR 1002.196 · What is the employee's reemployment position if the period of service was less than 91 days?
- 20 CFR 1002.197 · What is the reemployment position if the employee's period of service in the uniformed services was more than 90 days?
- 20 CFR 1002.198 · What efforts must the employer make to help the employee become qualified for the reemployment position?
- 20 CFR 1002.199 · What priority must the employer follow if two or more returning employees are entitled to reemployment in the same position?
- 20 CFR 1002.210 · What seniority rights does an employee have when reemployed following a period of uniformed service?
- 20 CFR 1002.211 · Does USERRA require the employer to use a seniority system?
- 20 CFR 1002.212 · How does a person know whether a particular right or benefit is a seniority-based right or benefit?
- 20 CFR 1002.213 · How can the employee demonstrate a reasonable certainty that he or she would have received the seniority right or benefit if he or she had remained continuously employed during the period of service?
- 20 CFR 1002.225 · Is the employee entitled to any specific reemployment benefits if he or she has a disability that was incurred in, or aggravated during, the period of service?
- 20 CFR 1002.226 · If the employee has a disability that was incurred in, or aggravated during, the period of service, what efforts must the employer make to help him or her become qualified for the reemployment position?
- 20 CFR 1002.236 · How is the employee's rate of pay determined when he or she returns from a period of service?
- 20 CFR 1002.247 · Does USERRA provide the employee with protection against discharge?
- 20 CFR 1002.248 · What constitutes cause for discharge under USERRA?
- 20 CFR 1002.259 · How does USERRA protect an employee's pension benefits?
- 20 CFR 1002.260 · What pension benefit plans are covered under USERRA?
- 20 CFR 1002.261 · Who is responsible for funding any plan obligation to provide the employee with pension benefits?
- 20 CFR 1002.262 · When is the employer required to make the plan contribution that is attributable to the employee's period of uniformed service?
- 20 CFR 1002.263 · Does the employee pay interest when he or she makes up missed contributions or elective deferrals?
- 20 CFR 1002.264 · Is the employee allowed to repay a previous distribution from a pension benefits plan upon being reemployed?
- 20 CFR 1002.265 · If the employee is reemployed with his or her pre-service employer, is the employee's pension benefit the same as if he or she had remained continuously employed?
- 20 CFR 1002.266 · What are the obligations of a multiemployer pension benefit plan under USERRA?
- 20 CFR 1002.267 · How is compensation during the period of service calculated in order to determine the employee's pension benefits, if benefits are based on compensation?
- 20 CFR 1002.277 · What assistance does the Department of Labor provide to employees and employers concerning employment, reemployment, or other rights and benefits under USERRA?
- 20 CFR 1002.288 · How does an individual file a USERRA complaint?
- 20 CFR 1002.289 · How will VETS investigate a USERRA complaint?
- 20 CFR 1002.290 · Does VETS have the authority to order compliance with USERRA?
- 20 CFR 1002.291 · What actions may an individual take if the complaint is not resolved by VETS?
- 20 CFR 1002.292 · What can the Attorney General do about the complaint?
- 20 CFR 1002.303 · Is an individual required to file his or her complaint with VETS?
- 20 CFR 1002.304 · If an individual files a complaint with VETS and VETS' efforts do not resolve the complaint, can the individual pursue the claim on his or her own?
- 20 CFR 1002.305 · What court has jurisdiction in an action against a State or private employer?
- 20 CFR 1002.306 · Is a National Guard civilian technician considered a State or Federal employee for purposes of USERRA?
- 20 CFR 1002.307 · What is the proper venue in an action against a State or private employer?
- 20 CFR 1002.308 · Who has legal standing to bring an action under USERRA?
- 20 CFR 1002.309 · Who is a necessary party in an action under USERRA?
- 20 CFR 1002.310 · How are fees and court costs charged or taxed in an action under USERRA?
- 20 CFR 1002.311 · Is there a statute of limitations in an action under USERRA?
- 20 CFR 1002.312 · What remedies may be awarded for a violation of USERRA?
- 20 CFR 1002.313 · Are there special damages provisions that apply to actions initiated in the name of the United States?
- 20 CFR 1002.314 · May a court use its equity powers in an action or proceeding under the Act?
- 20 CFR Appendix to Part 1002 · Appendix to Part 1002—Notice of Your Rights Under USERRA
- 20 CFR 1010.100 · What is the purpose and scope of this part?
- 20 CFR 1010.110 · What definitions apply to this part?
- 20 CFR 1010.200 · What is priority of service?
- 20 CFR 1010.210 · In which Department job training programs do covered persons receive priority of service?
- 20 CFR 1010.220 · How are recipients required to implement priority of service?
- 20 CFR 1010.230 · In addition to the responsibilities of all recipients, do States and political subdivisions of States have any particular responsibilities in implementing priority of service?
- 20 CFR 1010.240 · Will the Department be monitoring for compliance with priority of service?
- 20 CFR 1010.250 · Can priority of service be waived?
- 20 CFR 1010.300 · What processes are to be implemented to identify covered persons?
- 20 CFR 1010.310 · How will priority of service be applied?
- 20 CFR 1010.320 · Will recipients be required to collect information and report on priority of service?