Reservists called up to active duty are put into a military-leave status and they remain Apple employees while Apple makes up the salary difference between their military pay and their Apple pay until they return.
I wonder if other companies do this. I know by law they are required to keep those positions for active reserves but I don't think they are required to continue to pay their salary. In the past, I've worked temp positions for employees that were deployed.
That really is above and beyond. Aside from the fact that many companies will find you completely unattractive if you have Guard/Reserve on your resume, paying the difference to keep your existing salary while not even at Apple makes it very military-reserve friendly environment. But you'll probably still have to weigh the other working environment factors.
(It's even hard for me to convince my investors that I'll be around in case my Guard unit is deployed.)
I actually saw some (military contractor or related manufacturing) companies which continue to pay full salary (plus the employee gets whatever active duty salary and allowances). These companies also donated stuff like satellite links to their employee's unit so they could have Internet access.
I would probably do this at my company (even outside of defense), purely to be more attractive to NG/Reserves candidates -- a lot of them have great additional experience and training which is paid for by the government, and especially if they value their military career and security clearance, are unlikely to get involved in anything untoward.
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Reservists called up to active duty are put into a military-leave status and they remain Apple employees while Apple makes up the salary difference between their military pay and their Apple pay until they return.
I wonder if other companies do this. I know by law they are required to keep those positions for active reserves but I don't think they are required to continue to pay their salary. In the past, I've worked temp positions for employees that were deployed.
That really is above and beyond. Aside from the fact that many companies will find you completely unattractive if you have Guard/Reserve on your resume, paying the difference to keep your existing salary while not even at Apple makes it very military-reserve friendly environment. But you'll probably still have to weigh the other working environment factors.
(It's even hard for me to convince my investors that I'll be around in case my Guard unit is deployed.)
Leave Guard/Reserve off your resume in the future, maybe? From what I understand, it's illegal to consider that during employment decisions anyways.
I actually saw some (military contractor or related manufacturing) companies which continue to pay full salary (plus the employee gets whatever active duty salary and allowances). These companies also donated stuff like satellite links to their employee's unit so they could have Internet access.
I would probably do this at my company (even outside of defense), purely to be more attractive to NG/Reserves candidates -- a lot of them have great additional experience and training which is paid for by the government, and especially if they value their military career and security clearance, are unlikely to get involved in anything untoward.
A company I worked for in Atlanta did the same thing (pay the difference). However, I suspect this is still the exception, not the rule.
I am pretty sure Oracle does this as well.