Originally Posted by The_Duke

Originally Posted by The_Cheat

The advice on hear makes it look like you can only (really) deploy if you are unemployed or willing to loose your job....

You can volunteer and your unit will serve you with "Compulsory call out" papers. However, your employer can contact Sabre and find out that in fact you asked to go, thus potentially loosing your job.

That can't be right.

T C

You are correct - it is not right. You can deploy if you are unemployed, willing to lose your job OR, and this is the clever bit....

You negotiate with, and obtain the support of, your employer for you being intelligently mobilised as thousands have done to date.

Try not to always believe the doom-mongers on Arrse. It is not always perfects, but it is also not as bad as they would have you believe.

Duke...

Role dependant..... :(

The best tack is to try the old "If I volunteer now they aren't likely to spam me later" giving your employer the option of managing WHEN you go. Also there is usually more lead-in time for voluntary than compulsory mob.

This is not being posted as advice or a recommended way of going about things but thought I would give you the benefit of some of my experiences and associated pitfalls.

I has the opportunity to deploy with The London Regt. in 2007. I duly spoke to my employer who said that now wasn't a good time etc. I went back to my unit and said I couldn't go and was told not to worry about it.

Following on from this I began to realise that my employer would probably give this response at any time in the future so when a job came up towards the end of last year I asked to be mobilised without speaking to my Company. Wihin a week the paperwork landed on my boss's desk and very shortly thereafter I had several conversations which led me to believe my job was being made redundant.

At first, I was not overly concerned as I thought my position was protected by RFA96 and the Safeguard of Employment Act 1985. However, having read SoE 85 realised I was only protected if employed for the 4 weeks immediately prior to mobilisation, (this was December for a Feb 09 callout giving them time to go through a consultation and finish me before the 4 weeks and therefore not having to safeguard my job).

In the end I have been very fortunate. My boss admitted their intentions and said that it was a mistake. The threat of redundancy has been removed and have been promised my job when I return in 2010.

At the end of the day, only you know how your employer might react therefore it is difficult to advise anybody on the best course to take. Although I started by saying that I was not offering advice, I would however recommend doing the following:

Read all of the legislation in detail before you decide and seek clarification if there is anything you do not understand, (it doesn't offer any where near the protection I thought).

If you think your employer may react badly but still want to go, then speak to your unit and see if they can make sure your call-out is posted during that critical 4 week period preceding your mobilisation date.

FW

If I worked in HR and read this thread I may very well conclude that the TA has a culture of deceiving employers. Being in the TA is challenging enough for your career without that sort of attitude. And it is hardly an advert for the integrity we insist sets us apart from civilians.

Listen to The_Duke. Get your boss on side. And if you can't, then either accept it or find a new TA friendly boss.

I agree. If you want the most gung-ho, green-loving employer, you'll find him down at the Regular Army recruiting office.

Otherwise, maintain your integrity and try and broker a mutually acceptable solution with your current employer. It's what you'd want them to do if they were likely to breach their contract with you.

Originally Posted by Friendly_Fire

I agree. If you want the most gung-ho, green-loving employer, you'll find him down at the Regular Army recruiting office.

Otherwise, maintain your integrity and try and broker a mutually acceptable solution with your current employer. It's what you'd want them to do if they were likely to breach their contract with you.

Perhaps.

However, it's a sad reflection of the state of affairs when serving your country combined with providing essential support to the Regular Army can only realistically (for the employed anyway) be achieved by negotiation and good fortune.

One can't help wondering that there ought to be a better way....

Don't the employers also receive financial help if loosing a person means that they will be at a disadvantage? I thought they could receieve help to cover the pay of someone who had to be brought in temporarily whilst a person was mobilised?
Always worth pointing out the 'benefits' to the employer of you being mobilised.

Originally Posted by wg100

Don't the employers also receive financial help if loosing a person means that they will be at a disadvantage? I thought they could receieve help to cover the pay of someone who had to be brought in temporarily whilst a person was mobilised?
Always worth pointing out the 'benefits' to the employer of you being mobilised.

I thought the help was limited to any recruitment costs or additional employee costs i.e. if they got someone from an agency and the costs of employing them over you were higher, apart from that i don't think employers get much help either. I can see why the large plc's can afford to do it in the name of corportate responibility but the smaller business might not find it that easy to let someone go.

Originally Posted by speedybham

Originally Posted by wg100

Don't the employers also receive financial help if loosing a person means that they will be at a disadvantage? I thought they could receieve help to cover the pay of someone who had to be brought in temporarily whilst a person was mobilised?
Always worth pointing out the 'benefits' to the employer of you being mobilised.

I thought the help was limited to any recruitment costs or additional employee costs i.e. if they got someone from an agency and the costs of employing them over you were higher, apart from that i don't think employers get much help either. I can see why the large plc's can afford to do it in the name of corportate responibility but the smaller business might not find it that easy to let someone go.

There is actually quite a comprehensive package for employers of all sizes. Ask SaBRE for more info.

MSR