Military Personnel
Additional Actions Needed to Improve Oversight of Reserve Employment Issues Gao ID: GAO-07-259 February 8, 2007Since September 11, 2001, the Department of Defense (DOD) has mobilized more than 500,000 reservists. As reservists demobilize, concerns exist about difficulties with their civilian employment. Public Law 109-163 required GAO to report on reservists' civilian employer data and employment matters. GAO assessed (1) the status of DOD's efforts to capture reservists' employer data; (2) DOD, Labor, Justice, and Office of Special Counsel processes to track and address reservists' Uniformed Services Employment and Reemployment Rights Act (USERRA) complaints; and (3) the four federal agencies' efforts to track reservists' USERRA complaints related to disabilities incurred while on active duty. GAO reviewed policies and procedures for reporting and tracking complaints; DOD's civilian employer database for reservists and reservists' USERRA complaints; and data reliability and quality checks.
DOD has made progress in capturing employment information on reservists, but challenges remain. The percent of reservists reporting employer information increased from about 60 percent in August 2005 to about 77 percent as of August 2006. However, only one of seven reserve components has met DOD's employment reporting goal of 95 percent for the Selected Reserve--the largest category of reservists. DOD does not have specific time frames for reserve components to achieve the reporting goals. In addition, some employment information reported may not be current because the services have not established a formal mechanism to remind reservists to update their reported employment information. Finally, DOD's verification process is not adequate to verify civilian employer data for 24 percent of reservists that reported employer information. The four federal agencies responsible for assisting reservists with USERRA complaints--DOD, the departments of Labor and Justice, and the Office of Special Counsel--track and address these complaints. Between fiscal years 2004 and 2006, the four agencies addressed approximately 16,000 informal and formal complaints. However, no one agency has total visibility over all the complaints, and only a small percentage of complaints are reported to Congress. For example, DOD has visibility over all complaints in its system, but its visibility over complaints in Labor's system is limited to those originally filed with DOD and then later refiled with Labor. The Department of Labor does not make aggregate complaint data available to DOD. Furthermore, Labor's annual report to Congress on reservists' complaints for fiscal years 2004 and 2005 did not include almost 10,000 informal complaints filed with DOD, or 80 percent of the total informal and formal complaints addressed by the four agencies during this period. Labor is required to report formal complaints addressed by the three agencies, but not DOD. Consequently, Congress does not have the comprehensive information necessary to allow for complete oversight of reservists' employment and reemployment problems. Finally, the information GAO obtained on the approximately 16,000 reservists' complaints filed between fiscal years 2004 and 2006 showed that the nature of those complaints has not been uniformly categorized to completely reveal trends in the kinds of problems some returning reservists experience because the agencies use different complaint categories to characterize the complaints. Agencies responsible for assisting reservists with USERRA issues can not systematically record and track disability-related employment complaints because they do not use consistent and compatible complaint categories or have a mechanism in place for distinguishing disability-related complaints from others. Without the ability to track disabled reservists' USERRA complaints, DOD may be unaware of the effect disabilities incurred while on active duty have on reservists' employment and what additional assistance may be needed to help transition this population back into the workforce.
RecommendationsOur recommendations from this work are listed below with a Contact for more information. Status will change from "In process" to "Open," "Closed - implemented," or "Closed - not implemented" based on our follow up work.
Director: Team: Phone:GAO-07-259, Military Personnel: Additional Actions Needed to Improve Oversight of Reserve Employment Issues
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Report to Congressional Committees:
United States Government Accountability Office:
GAO:
February 2007:
Military Personnel:
Additional Actions Needed to Improve Oversight of Reserve Employment
Issues:
Reserve Employment Matters:
GAO-07-259:
GAO Highlights:
Highlights of GAO-07-259, a report to congressional committees
Why GAO Did This Study:
Since September 11, 2001, the Department of Defense (DOD) has mobilized
more than 500,000 reservists. As reservists demobilize, concerns exist
about difficulties with their civilian employment. Public Law 109-163
required GAO to report on reservists‘ civilian employer data and
employment matters. GAO assessed (1) the status of DOD‘s efforts to
capture reservists‘ employer data; (2) DOD, Labor, Justice, and Office
of Special Counsel processes to track and address reservists‘ USERRA
complaints; and (3) the four federal agencies‘ efforts to track
reservists‘ USERRA complaints related to disabilities incurred while on
active duty. GAO reviewed policies and procedures for reporting and
tracking complaints; DOD‘s civilian employer database for reservists
and reservists‘ USERRA complaints; and data reliability and quality
checks.
What GAO Found:
DOD has made progress in capturing employment information on
reservists, but challenges remain. The percent of reservists reporting
employer information increased from about 60 percent in August 2005 to
about 77 percent as of August 2006. However, only one of seven reserve
components has met DOD‘s employment reporting goal of 95 percent for
the Selected Reserve–the largest category of reservists. DOD does not
have specific time frames for reserve components to achieve the
reporting goals. In addition, some employment information reported may
not be current because the services have not established a formal
mechanism to remind reservists to update their reported employment
information. Finally, DOD‘s verification process is not adequate to
verify civilian employer data for 24 percent of reservists that
reported employer information.
The four federal agencies responsible for assisting reservists with
USERRA complaints”DOD, the departments of Labor and Justice, and the
Office of Special Counsel”track and address these complaints. Between
fiscal years 2004 and 2006, the four agencies addressed approximately
16,000 informal and formal complaints. However, no one agency has total
visibility over all the complaints, and only a small percentage of
complaints are reported to Congress. For example, DOD has visibility
over all complaints in its system, but its visibility over complaints
in Labor‘s system is limited to those originally filed with DOD and
then later refiled with Labor. The Department of Labor does not make
aggregate complaint data available to DOD. Furthermore, Labor‘s annual
report to Congress on reservists‘ complaints for fiscal years 2004 and
2005 did not include almost 10,000 informal complaints filed with DOD,
or 80 percent of the total informal and formal complaints addressed by
the four agencies during this period. Labor is required to report
formal complaints addressed by the three agencies, but not DOD.
Consequently, Congress does not have the comprehensive information
necessary to allow for complete oversight of reservists‘ employment and
reemployment problems. Finally, the information GAO obtained on the
approximately 16,000 reservists‘ complaints filed between fiscal years
2004 and 2006 showed that the nature of those complaints has not been
uniformly categorized to completely reveal trends in the kinds of
problems some returning reservists experience because the agencies use
different complaint categories to characterize the complaints.
Agencies responsible for assisting reservists with USERRA issues can
not systematically record and track disability-related employment
complaints because they do not use consistent and compatible complaint
categories or have a mechanism in place for distinguishing disability-
related complaints from others. Without the ability to track disabled
reservists‘ USERRA complaints, DOD may be unaware of the effect
disabilities incurred while on active duty have on reservists‘
employment and what additional assistance may be needed to help
transition this population back into the workforce.
What GAO Recommends:
To improve oversight of reservists‘ complaints, Congress should
consider changing the law to require Labor‘s annual report to include
DOD complaint data; DOD should improve its reporting of employer
information; Labor should make aggregate complaint data available to
DOD; and agencies should adopt uniform data elements, and track
disability-related USERRA complaints. In commenting on a draft of this
report, DOD, Labor, and Office of Special Counsel generally agreed with
GAO‘s recommendations. Justice had no agency comments.
[Hyperlink, http://www.gao.gov/cgi-bin/getrpt?GAO-07-259].
To view the full product, including the scope and methodology, click on
the link above. For more information, contact Derek B. Stewart at (202)
512-5559 or stewartd@gao.gov.
[End of section]
Contents:
Letter:
Results in Brief:
Background:
DOD Has Made Progress Capturing Reserve Employment Information, but
Challenges Remain:
Congress and DOD Do Not Have the Comprehensive Information Necessary to
Allow for Oversight of Reservists' USERRA Complaints:
Disabled Reserve Members' USERRA Complaints Are Not Systematically
Recorded or Tracked:
Conclusions:
Matter for Congressional Consideration:
Recommendations for Executive Action:
Agencies' Comments and Our Evaluation:
Appendix I: Scope and Methodology:
Appendix II: Profiles on Reservists' Civilian Employment:
Appendix III: Profiles on Employers of Reservists:
Appendix IV: Comments from the Department of Defense:
Appendix V: Comments from the Department of Labor:
Appendix VI: Comments from the Office of Special Counsel:
Appendix VII: GAO Contact and Staff Acknowledgments:
Tables:
Table 1: DOD and Reserve Components' Ready Reserve Strength, August
2006:
Table 2: Reserve Population and Percent of Compliance Achieved Toward
Civilian Employment Reporting Goals by DOD and the Reserve Components,
August 2006:
Table 3: Number and Percent of Selected Reservists Reporting Employment
by Small Businesses with Less than 50 Employees by Reserve Component
and Total:
Table 4: Informal and Formal Complaints Reservists Filed with DOD's
Employer Support of the Guard and Reserve, the Veterans' Employment and
Training Service, and the Office of Special Counsel, Fiscal Years 2004
and 2005:
Table 5: Type of USERRA Disability-Related Complaint Classifications by
Agency:
Table 6: Reported Civilian Employment Status of Selected Reservists by
DOD and its Reserve Components:
Table 7: Selected Reservists Reporting Full-Time or Part-Time Civilian
Employment by Employment Sector for DOD and Its Reserve Components:
Table 8: Number of Selected Reservists Reporting Full-Time or Part-Time
Private Civilian Employment by Employer Size for DOD and Its Reserve
Components:
Table 9: Number of Selected Reservists in DOD Reporting Self-Employment
by Occupation Code and Description:
Table 10: Number of Selected Reservists in each Reserve Component
Reporting Self-Employment by Standard Occupation Code and Description:
Table 11: Reported Employers of Reservists by Employment Sector, for
DOD and Its Reserve Components:
Table 12: Reported Private Employers of Reservists by Number of
Employees by DOD and Its Reserve Components:
Table 13: Reported Number of Private Employers of DOD's Reservists by
Two-Digit Standard Industrial Classification Code:
Table 14: Reported Number of Private Employers of Reservists by Two-
Digit Standard Industrial Classification Code by Reserve Component:
Table 15: Industries of Reported Small (Less than 50 Employees) Private
Employers of DOD's Reservists, by Two-Digit Standard Industrial
Classification Code:
Table 16: Reported Number of Private Employers of Reservists by Two-
Digit Standard Industrial Classification Code and Reserve Component:
Figures:
Figure 1: Process to Resolve a USERRA Complaint Using Federal
Assistance:
Figure 2: Number and Percent of Selected Reservists Reporting Work in
the Private Sector by Business Size (Number of Employees):
Figure 3: Occupations with the Greatest Amount of 23,871 Self-Employed
Reservists Reporting:
Abbreviations:
GAO: Government Accountability Office:
DOD: Department of Defense:
USERRA: Uniformed Services Employment and Reemployment Rights Act:
United States Government Accountability Office:
Washington, DC 20548:
February 8, 2007:
The Honorable Carl Levin:
Chairman:
The Honorable John McCain:
Ranking Minority Member:
Committee on Armed Services:
United States Senate:
The Honorable Ike Skelton:
Chairman:
The Honorable Duncan Hunter:
Ranking Minority Member:
Committee on Armed Services:
House of Representatives:
Since September 11, 2001, the Department of Defense (DOD) has mobilized
more than 500,000 members of the National Guard and Reserves in support
of the Global War on Terrorism. As DOD continues to rely heavily on
reservists,[Footnote 1] and as demobilized reservists eventually return
to civilian life, their civilian employment and the difficulties they
face in dealing with reemployment matters remain areas of interest. In
addition, a recent estimate indicated that one in four reservists
returning from Iraq and Afghanistan has filed for disability benefits.
Consequently, reservists returning from active duty with a disability
may be further challenged in their ability to resume their civilian
employment.
DOD's Ready Reserve is comprised of military members of the Reserve and
National Guard, organized in units, or as individuals, liable for
recall to active duty to augment the active component in time of war or
national emergency. Within the Ready Reserve there are three
subcategories: the Selected Reserve, Individual Ready Reserve, and the
Inactive National Guard. The Selected Reserve consists of units and
individuals designated by their respective services and approved by the
Chairman of the Joint Chiefs of Staff as so essential to the initial
wartime mission that they have priority for training, equipment, and
personnel over all other categories of reservists. The Individual Ready
Reserve consists of about 260,000 servicemembers who have had training
and served previously in the active component or selected reserve and
have some period of their military service obligation remaining. The
Inactive National Guard has over 1,900 members[Footnote 2] who are Army
National Guard personnel who are attached to a specific National Guard
unit. Although they do not participate in training activities, members
of the Inactive National Guard are required to come together once a
year with their unit and would mobilize with their units if recalled to
active duty.
DOD maintains and uses employer information to help manage its reserve
forces. For example, the department considers several factors when
deciding which reservists should be activated, including the civilian
occupations of reservists such as emergency responders--police
officers, firefighters, and medical personnel--necessary to maintain
the national health, safety, and interests. In addition, DOD and the
Department of Labor have a responsibility to inform reservists and
their civilian employers about their rights and responsibilities under
the Uniformed Services Employment and Reemployment Rights Act (USERRA)
of 1994.[Footnote 3] Among other things, USERRA requires employers to
promptly reemploy those eligible servicemembers returning from active
duty, generally in the same or like position, and to provide the
seniority, rights, benefits, and promotions they would have received if
they had remained continuously employed. Likewise, USERRA requires
reservists to provide their employers with advance notice prior to
departure for military duty. DOD's Employer Support of the Guard and
Reserve organization retains reservists' employer information to
conduct employer outreach, education, and training. Reservists have
both informal and formal options to report their USERRA complaints.
Informal sources include their military chain of command and DOD's
Employer Support ombudsmen services, which are available to provide
informal mediation of USERRA-related issues. Servicemembers may also
contact the Department of Labor's Veterans' Employment and Training
Service to formally report USERRA-related issues.[Footnote 4] At the
reservist's request, the Department of Labor can also transfer the
complaint for possible litigation to the Department of Justice--if the
complaint involves State or local governments and private employers--or
to the Office of Special Counsel--if the complaint involves federal
executive agencies. Under a demonstration project,[Footnote 5] the
Office of Special Counsel now receives some USERRA complaints directly
from certain servicemembers.
In prior reports, we cited problems with DOD's ability to track
civilian employment data and address reservists' USERRA
complaints.[Footnote 6] DOD did not have sufficient information on
employers of reservists and the agencies addressing reservist
complaints did not have the ability to efficiently and effectively
address complaints because the data systems were incompatible and the
processes they used hindered visibility. In response to the
recommendations in these reports, DOD required its reservists to
provide contact information for their civilian employers and status of
their civilian employment. In addition, the four agencies responsible
for addressing USERRA complaints began measures to improve interagency
information exchange and data-sharing capabilities.
The National Defense Authorization Act for Fiscal Year 2006[Footnote 7]
required GAO to report on reservists' civilian employer data and the
reemployment difficulties faced by reservists as a result of active
duty service, including those related to disabilities incurred while
activated. For this report, our objectives were to determine: (1) the
status of DOD's efforts to capture data identifying employers of
reservists, (2) the extent to which agencies track and address USERRA
complaints from reservists, and (3) the extent to which agencies track
and address USERRA complaints related to reservists' disabilities
incurred while on active duty.
To accomplish these objectives, we reviewed agency policies,
procedures, and processes for reserve employment reporting and for
tracking and addressing USERRA complaints including the informal
complaints filed with DOD's Employer Support and the formal complaints
filed with the Department of Labor's Veteran's Employment and Training
Service and the Office of Special Counsel.[Footnote 8] We obtained and
analyzed employer data for the Ready Reserve from DOD's civilian
employment information database as of August 2006 and DOD's reserve
disabled totals from fiscal years 2003 through 2006. In addition, we
obtained information on the over 16,000 total USERRA informal
complaints filed with DOD's Employer Support, and the formal complaints
filed with the Department of Labor's Veterans' Employment and Training
Service, and the Office of Special Counsel for fiscal years 2004
through 2006, including any identified as related to disabilities. We
interviewed officials from the Office of the Assistant Secretary of
Defense for Reserve Affairs and the Reserve Components about civilian
employer reporting; and we talked to representatives from DOD's
Employer Support of the Guard and Reserve (including ombudsmen, who are
civilian volunteers throughout the country who assist reservists in
resolving employment disputes), the Department of Labor's Veterans'
Employment and Training Service, the Department of Justice, and the
Office of Special Counsel about reservist USERRA complaints. In
addition, we visited Army National Guard, Army Reserve, Air Force
Reserve, and Marine Corps Reserve units that were previously activated
and held group discussions with over 100 officers and enlisted
personnel about their knowledge of USERRA and the rights it provides
them, reporting of employment information, and any USERRA issues they
may have experienced as a result of their activation. We also discussed
reservist-related USERRA and disability issues with several military
relief, veterans, and reserve organizations. Finally, we reviewed the
reliability of data that we used from the four agencies. [Footnote 9]
Our work was performed from April 2006 to December 2006 in accordance
with generally accepted government auditing standards. Additional
information on our scope and methodology is presented in appendix I.
Results in Brief:
DOD has made progress capturing employment information on its
reservists since August 2005, but several challenges remain. In August
2004, DOD changed employer reporting by reservists from voluntary to
mandatory. The number of reservists reporting employer information to
DOD increased from 60 percent in August 2005 to about 77 percent in
August 2006. However, we found that reservists have not fully reported
civilian employment information, reported employment data are not
necessarily current, and DOD's employer verification process is not
adequate. Complete and current civilian employer information is
important to DOD for several reasons, including its ability to provide
sufficient outreach to employers. In August 2004, DOD established a 95
percent goal for reporting employment information for the Selected
Reserve and a 75 percent reporting goal for the Individual Ready
Reserve and Inactive National Guard. As of August 2006, about 91
percent of Selected Reserve members had reported this information,
whereas only 30 percent of Individual Ready Reserve or Inactive
National Guard Members with good addresses had complied. Currently, the
Army Reserve has met the Selected Reserve reporting goal and the Army
National Guard has met the Inactive National Guard reporting goal and
nearly met the Selected Reserve goal, while the other reserve
components have met neither goal. Moreover, DOD does not have specific
time frames for when reserve components are to achieve their reporting
goals, and has not directed the service components to take actions to
assure compliance. In addition, the DOD instruction[Footnote 10]
requires reservists to update their employment information when changes
occur; however, during focus groups we found that reservists generally
were not aware of the need to update employer information when
employers changed. As such, some employer information in DOD's database
may not be current because the services have not established a formal
mechanism to remind reservists to review their personnel information
and update it as necessary to reflect changes in their current
employment. Lastly, DOD relies on Dun and Bradstreet to verify the
accuracy of the employer data provided by reservists and to provide DOD
with additional employer business characteristics. However, DOD has not
been able to determine the accuracy of all of its reported employer
information, including small businesses that employ less than 50
people. For example, of the 453,596 reservists reporting civilian
employer information, DOD was unable to verify employer information for
approximately 24 percent, or 108,125 reservists reporting employment.
DOD acknowledges that its process for verifying employment data has
been particularly difficult for small business and is working to
identify alternative sources for this information. Without better
information for these employers of reservists, DOD may be limited in
its efforts to provide outreach to employers. We are making a number of
recommendations to the Secretary of Defense to improve the reporting of
reserve employment information, and to encourage reservists to keep
their employer data current.
The four federal agencies responsible for assisting reservists with
USERRA complaints--DOD's Employer Support of the Guard and Reserve, the
Department of Labor, the Department of Justice, and the Office of
Special Counsel--track and address these complaints; however, Congress
does not have the comprehensive information necessary to allow for
complete oversight of all reservists' USERRA complaints. For example,
the Secretary of Labor is required by law to provide an annual report
to Congress that includes information on the number of cases it
reviewed, the nature and status of each case reported, as well as the
number of cases referred to the Attorney General or Office of Special
Counsel.[Footnote 11] The Department of Labor and the Office of Special
Counsel, for fiscal years 2004 and 2005, tracked and addressed 2,446
formal USERRA complaints, which were reported to Congress. However, the
Secretary's report to Congress for fiscal years 2004 and 2005[Footnote
12] was not required to include 9,975 informal USERRA complaints that
were tracked and addressed by DOD's Employer Support of the Guard and
Reserve. Additionally, DOD's Employer Support of the Guard and Reserve
organization lacks complete information on all reserve USERRA
complaints filed because the Department of Labor does not provide DOD
with aggregate USERRA complaint data by complaint type. Although DOD's
Employer Support is able to produce aggregate reports on complaints
that originate within the agency, it is not able to produce aggregate
reports for cases that begin with the Department of Labor. According to
the Standards for Internal Control,[Footnote 13] management should
ensure that there are adequate means of communicating with, and
obtaining information from, others who may have a significant impact on
the agency's ability to achieve its goals. Finally, we obtained
information on the over 16,000 total informal and formal USERRA
complaints filed by reservists between fiscal years 2004 and
2006.[Footnote 14] These data showed that the nature of those
complaints has not been uniformly categorized to completely reveal
trends in the types of problems that some returning reservists
experience--such as being refused job reinstatement, denied an
appropriate pay rate, or being denied vacation time--because the four
agencies involved use different complaint categories to characterize
USERRA complaints. In line with the Standards for Internal Control in
the Federal Government, it is essential that different sets of related
data be compared and assessed so that analyses of the relationships can
be made and corrective actions taken, if needed. Current reporting
practices limit congressional oversight of reserve USERRA complaints
and DOD's awareness of complaints filed with other agencies and the
nature of these issues. To gain a full perspective on the number and
nature of USERRA complaints filed by reservists upon returning from
active duty, Congress should consider amending 38 U.S.C. §4332 to
require the Department of Labor to include data from DOD's Employer
Support of the Guard and Reserve in its annual report to Congress. We
are also recommending that the Secretary of Labor provide aggregate
USERRA complaint data to DOD's Employer Support of the Guard and
Reserve, and we are recommending that the Secretary of Labor and
Secretary of Defense adopt uniform complaint categories in the future
that will allow aggregate trend analysis to be performed across their
agencies' databases.
Agencies responsible for addressing reservists' USERRA issues cannot
systematically record and track disability-related employment
complaints because they do not use consistent and compatible complaint
categories for tracking purposes and they do not have a system in place
for distinguishing disability-related complaints from other types of
complaints. Our analysis of DOD's Employer Support of the Guard and
Reserve and the Veterans' Employment and Training Service data
indicated that about 200 reservists' USERRA complaints filed and
addressed in fiscal years 2004 to 2006 were identified as disability-
related. We believe, however, that the number of disability-related
complaints may be understated because the agencies may have recorded
disability-related complaints in categories other than the specific
categories we analyzed. Without systematic tracking of disabled
reservists' complaints to provide visibility over this group, DOD may
not be fully aware of (1) the effect disabilities received by
reservists while on active duty had on reemployment if the reservists
filed formal complaints directly with the Department of Labor and (2)
what additional assistance may be needed to help transition this
population back into the workforce. In order for agencies to have more
complete information regarding the numbers and types of disability-
related USERRA complaints from disabled reservists, we are recommending
that the Secretary of Labor develop a system for recording and tracking
these types of complaints and share it with the other agencies
responsible for addressing USERRA complaints.
In written comments on a draft of this report, DOD and the Department
of Labor generally concurred with our findings and recommendations that
were directly applicable to their respective agencies. The Office of
Special Counsel also provided written comments indicating that it
concurred with our recommendations and found the report to be
comprehensive and accurate as it related to the responsibilities of the
Office of Special Counsel. Also, the Department of Labor and the Office
of Special Counsel concurred with our matter for congressional
consideration that Congress should consider amending 38 U.S.C. §4332 to
require the Department of Labor to include complaint data from DOD's
Employer Support of the Guard and Reserve in its annual report to
Congress. The Department of Justice reviewed a draft of this report and
had no comments. The other agencies' comments and our evaluation of
them are discussed later in this report.
Background:
DOD's Reserve Components:
The purpose of the reserve components is to provide trained units and
qualified persons available for active duty in the armed forces in time
of war or national emergency or as otherwise required for national
security.[Footnote 15] Since the end of the Cold War, the nation has
relied more heavily on the reserves as an integrated part of the
military services. As of August 2006, reserve components comprised
about 1.1 million members or 44 percent of the nation's total military
force. Reserve units are primarily filled by members of the Selected
Reserve, who are authorized training consisting of regularly scheduled
unit training period in an Inactive Duty Status (48 periods a year).
Reservists can also volunteer to serve on active duty or be
involuntarily mobilized to active duty.
The strength numbers for DOD's Ready Reserves as of August 2006 by
reserve component are shown in table 1 below.
Table 1: DOD and Reserve Components' Ready Reserve Strength, August
2006:
Reserve component: Army National Guard;
Strength numbers: 345,207.
Reserve component: Army Reserve;
Strength numbers: 285,611.
Reserve component: Navy Reserve;
Strength numbers: 131,739.
Reserve component: Marine Corps Reserve;
Strength numbers: 100,678.
Reserve component: Air National Guard;
Strength numbers: 105,517.
Reserve component: Air Force Reserve;
Strength numbers: 118,472.
Reserve component: Coast Guard Reserve;
Strength numbers: 12,659.
Reserve component: DOD total;
Strength numbers: 1,099,883.
Source: DOD summary strength report.
[End of table]
USERRA Coverage and Protections:
In 1994, Congress passed USERRA to "encourage non-career service in the
uniformed services by eliminating or minimizing the disadvantages to
civilian careers and employment which can result from such
service."[Footnote 16] The act protects millions of
individuals[Footnote 17] as they transition between their federal
duties and their civilian employment. Prior to USERRA, reemployment
rights were set forth in the Vietnam Era Veteran's Readjustment Act of
1974.[Footnote 18] Congress reviewed the effectiveness of the 1974 act
after receiving a number of questions and complaints about reemployment
rights from military servicemembers and employers following the 1991
Gulf War.[Footnote 19] USERRA covers not only those individuals who
have served in the reserve components, but also large numbers of active
duty servicemembers and veterans, including those who served prior to
the passage of the act. Servicemembers retain reemployment rights under
USERRA as long as they meet a few basic requirements. Among the
eligibility requirements are (1) the absence of the receipt of a
dishonorable or other disqualifying discharge, (2) giving proper notice
prior to departure, and (3) returning to work or applying for
reemployment in a timely manner after conclusion of service. Provided
servicemembers meet their USERRA requirements, they are entitled to:
* prompt reinstatement to the position they would have held if they had
never left their employment, or to positions of like seniority, status,
and pay;
* health coverage for a designated period of time while absent from
their employers and immediate reinstatement of health coverage upon
return;
* training, as needed, to requalify for their jobs;
* periods of protection against discharge based on the length of
service; and:
* nonseniority benefits that are available to other employees with
similar seniority, status, and pay who are on leaves of absence.
USERRA also provides employment and reemployment protection to
reservists who incur or aggravate a medical disability during their
military service.[Footnote 20] In these instances, generally a three-
part reemployment scheme is required. First, the employer must make
reasonable efforts to accommodate a person's disability so that the
person can perform the position that he or she would have held if
continuously employed. Second, if regardless of accommodation efforts a
person is not qualified for his or her original position due to a
disability, he or she must be offered employment in a position of
equivalent seniority, status, and pay--so long as the employee is
qualified to perform the duties of that position or could become
qualified with reasonable efforts by the employer. Finally, if the
employee cannot become qualified for his or her prior position or its
equivalent, he or she must be offered employment in a position that
most nearly approximates the prior position in terms of seniority,
status, and pay consistent with the circumstances of the person's case.
Figure 1 shows the process for servicemembers to resolve a USERRA
complaint using federal assistance.
Figure 1: Process to Resolve a USERRA Complaint Using Federal
Assistance:
[See PDF for image]
Source: GAO, Art Explosion.
[End of figure]
DOD shares responsibility with the Department of Labor to inform
servicemembers and their employers of their rights, benefits, and
obligations under USERRA.[Footnote 21] DOD's Employer Support of the
Guard and Reserve provides this training to reservists. The Office of
the Under Secretary of Defense (Personnel and Readiness) develops the
policies, plans, and programs that manage the readiness of both active
and reserve forces, and within that office, the Assistant Secretary of
Defense for Reserve Affairs oversees that activities of Employer
Support. Much of Employer Support's work is done through its more than
4,000 volunteers, who help to educate servicemembers and employers
about USERRA. A subgroup of about 800 specially trained volunteers act
as impartial ombudsmen to informally mediate USERRA issues that arise
between reservists and their employers. Ombudsmen handle complaints of
reservists who are located geographically nearby. When ombudsmen cannot
resolve a complaint informally, they notify the reservist of other
options available to formally address complaints, such as filing a
complaint with the Department of Labor or hiring private counsel.
The Department of Labor provides assistance to servicemembers with
USERRA formal complaints primarily through its Veterans' Employment and
Training Service. When a servicemember leaves active duty and a USERRA-
related complaint develops against his or her civilian employer, the
servicemember can file a formal complaint via computer at [Hyperlink,
http://www.vets1010.dol.gov] or can file a printed copy of the
complaint with the Secretary of Labor. A Veterans' Employment and
Training Service investigator located close to the employer will
examine the complaint and attempt to resolve the complaint between
servicemember and employer. If the Department of Labor is unable to
resolve the complaint, it informs the servicemembers that the complaint
can be referred to the Department of Justice or to the Office of
Special Counsel. Before formal complaints are sent to the Department of
Justice or the Office of Special Counsel, the Veterans' Employment and
Training Service prepares a memorandum of referral, which includes an
analysis of the key evidence and issues so as to ensure that the
investigations were thorough and documentation is accurate and
sufficient. The referrals are also reviewed by a Department of Labor
Solicitor's Office, which analyzes all legal issues raised by the
complainants. Although both the Veterans' Employment and Training
Service and the Solicitor's Office determine if the complaints have
merit, the Department of Labor is required to pass the complaints onto
the Department of Justice or the Office of Special Counsel if requested
by servicemembers.
The Department of Justice receives employment complaints from the
Department of Labor related to State or local government or private
employers. The Department of Justice reviews the file and determines
whether a complaint has merit. If so, the Department of Justice offers
the claimant representation and may pursue litigation; if not, it
declines representation. The Employment Litigation Section of the Civil
Rights Division handles most of the USERRA complaints, and under some
circumstances may refer a complaint to the appropriate United States
Attorney's Office for review or prosecution.
The Office of Special Counsel enforces USERRA rights on complaints the
Department of Labor receives about federal executive agencies. Under a
demonstration project authorized by the Veterans Benefits Improvement
Act of 2004,[Footnote 22] the Office of Special Counsel may now receive
USERRA complaints as soon as they are filed by certain
members.[Footnote 23] Thus, the Office of Special Counsel can use
information from the Department of Labor to review a referred
complaint, but it can also review a complaint directly from a
servicemember without Department of Labor input. If the Office of
Special Counsel determines that the complaint has merit, it negotiates
with the servicemember's federal employer. If an agreement cannot be
reached, the Office of Special Counsel may represent the servicemember
before the Merit Systems Protection Board and can appeal a decision in
the U.S. Court of Appeals for the Federal Circuit. In response to a
congressional mandate, we are currently assessing the Office of Special
Counsel's demonstration project and will issue a separate report in the
spring of 2007.
DOD Has Made Progress Capturing Reserve Employment Information, but
Challenges Remain:
Although DOD has established reporting requirements and compliance
goals for reservists to provide their employer information and has made
progress capturing much employer information, most reserve components
have not met these reporting goals. In addition, DOD does not know
whether the employer data it has obtained are current. Lastly, DOD has
been unable to verify employer data for approximately 24 percent of its
reservists reporting civilian employment. DOD acknowledges its
verification process is not adequate for determining the accuracy of
all employer information, particularly for small business.
DOD Has Made Progress Capturing Employer Information, but Most
Components Have Not Met Reporting Goals:
Although DOD and the reserve components have made progress in capturing
employer information, most of the established reporting compliance
goals have not been met. In 2001, DOD established a database to collect
voluntarily reported employer information from reserve component
members, but few servicemembers submitted the data. Following a
recommendation in our 2002 report,[Footnote 24] DOD took steps to make
the submission of employer information mandatory. In March 2003, the
Under Secretary of Defense for Personnel and Readiness signed a
memorandum[Footnote 25] directing each military department to implement
a civilian employment information program for the collection of
employer information and cited the need to utilize the information in
accomplishing employer outreach. Having complete civilian employer
information is also important to DOD's ability to make informed
decisions concerning which reservists should be called for active duty
to minimize the impact that mobilizations might have on occupations
such as law enforcement, and to determine how businesses may be
affected by reserve activation. In August 2004, DOD implemented
regulations that required each military department to implement
employment-related information reporting requirements for each officer,
warrant officer, and enlisted person assigned to the Ready Reserve.
These Reservists are required to report employment data-- including
whether they are employed part-time or full-time, are a student, have
specified voluntary service,[Footnote 26] or are not currently
employed. If the reservist is employed, the reporting instruction also
asks for the employer's name and address, date of employment,
occupation code, and whether the reservist is self- employed. According
to DOD policy, this employment reporting is to be accomplished when a
member affiliates with the reserves, either through DOD's Defense
Manpower Data Center's Guard-Reserve Employer Web site or through their
reserve component, which then forwards the employment information to
DOD on a weekly basis. The Army National Guard, Air Force Reserve, Air
National Guard, and Marine Corps Reserve members input their data in
the Defense Manpower Data Center's Guard-Reserve Employer Web site. The
Navy Reserve, Coast Guard Reserve, and Army Reserve members first enter
their employment data into their personnel systems and then the
components forward the information to the Defense Manpower Data Center.
We have included details as of August 2006 on the civilian employment
status reported by reservists in the Selected Reserve from DOD's
civilian employment information program in appendix II and on the
profiles of reported employers of reservists in the Selected Reserve
from DOD's civilian employment information program in appendix III.
The department has established a 95 percent reporting compliance goal
for the Selected Reserve and a 75 percent compliance goal for the
Individual Ready Reserve and Inactive National Guard. Prior to 2004,
DOD had limited success in obtaining employer-related data from the
reserve components. However, the percentage of Ready Reservists in
compliance with employment-related reporting requirements has increased
from about 60 percent in August 2005 to about 77 percent in August
2006. DOD statistics show an overall compliance rate of 91 percent for
the Selected Reserve and 30 percent for the Individual Ready Reserve
and Inactive National Guard with good addresses as of August 2006.
Table 2 illustrates the employment reporting compliance rates and
strength numbers for Selected Reserve members as well as the Individual
Ready Reserve and the Inactive National Guard in each of the seven
reserve components and DOD.
Table 2: Reserve Population and Percent of Compliance Achieved Toward
Civilian Employment Reporting Goals by DOD and the Reserve Components,
August 2006:
Reserve components: Army National Guard;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 93%;
Selected Reserve population: 302,538;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 95%;
Individual Ready Reserve and Inactive National Guard population: 1,927.
Reserve components: Army Reserve;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 97;
Selected Reserve population: 165,518;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 24;
Individual Ready Reserve and Inactive National Guard population:
58,606.
Reserve components: Navy Reserve;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 89;
Selected Reserve population: 55,885;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 45;
Individual Ready Reserve and Inactive National Guard population:
56,940.
Reserve components: Marine Corps Reserve;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 71;
Selected Reserve population: 33,819;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 25;
Individual Ready Reserve and Inactive National Guard population:
58,664.
Reserve components: Air National Guard;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 85;
Selected Reserve population: 90,265;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: a;
Individual Ready Reserve and Inactive National Guard population: a.
Reserve components: Air Force Reserve;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 85;
Selected Reserve population: 71,339;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 23;
Individual Ready Reserve and Inactive National Guard population:
38,545.
Reserve components: Coast Guard Reserve;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 78;
Selected Reserve population: 7,922;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 13;
Individual Ready Reserve and Inactive National Guard population: 4,284.
Reserve components: DOD total;
Percent of component compliance achieved toward DOD's 95% goal for
Selected Reserve: 91%;
Selected Reserve population: 727,286;
Percent of component compliance achieved toward DOD's 75% goal for
Individual Ready Reserve and Inactive National Guard population: 30%;
Individual Ready Reserve and Inactive National Guard population:
218,966.
Source: DOD.
[A] The Air National Guard does not have any Inactive National Guard or
Individual Ready Reserve members.
[End of table]
As table 2 shows, compliance rates vary widely among the different
reserve components, and few have met the established reporting goals.
The Army National Guard, which accounts for 32 percent of all members
of the reserve components, has met the Inactive National Guard
reporting goal and has nearly met the Selected Reserve goal, and the
Army Reserve, which accounts for an additional 26 percent of all
reservists, has met the Selected Reserve reporting goal. The other
reserve components have not met either of DOD's established compliance
goals. The compliance rates for the Individual Ready Reserve and
Inactive National Guard are substantially lower for the most part than
they are for the Selected Reserve. Selected Reservists in some reserve
components such as the Army Reserve and Air Force Reserve have
established certain checks to capture their employment information. For
example, the Army's Human Resources Command call center has an
automatic pop-up screen which identifies soldiers with missing employer
data when they call in for assistance. According to a Command official,
if a soldier has not reported his or her employment information, he or
she is automatically routed to the Communications Hub Office to get
this employment data entered before obtaining assistance with other
matters. Career Managers have the same pop-up screen if the soldier is
able to bypass the main call line, so the manager can acquire and enter
employment data if a soldier has not reported that information.
Further, Air Force's online personnel system has similar reminders to
prompt airmen about this employment data.
Although the Army Reserve and Army National Guard have met some of the
reporting goals for the Selected Reserve and the Individual Ready
Reserve and Inactive National Guard, other reserve components have not.
DOD does not have specific time frames for reserve components to
achieve their reporting goals, and has not directed the service
components to take actions to assure compliance. According to the DOD
official responsible for managing the employment information database,
the services' civilian employment reporting requirements are relatively
new and while the consequences for noncompliance are defined, the
official was not aware of any enforcement actions that reserve
components have taken at this time. The Under Secretary of Defense for
Personnel and Readiness mandated the collection of employer information
in a March 2003 memorandum. According to the memorandum, a member of
the Ready Reserve who refuses to provide the information or who
knowingly provides false information may be subject to administrative
action or punishment under the Uniformed Code of Military Justice.
However, reserve component officials we interviewed indicated that they
were not aware of situations where the department had imposed any
punishment or administrative action for members failing to report
employment-related information. DOD acknowledges a need to obtain
additional information on members of the Individual Ready Reserve and
Inactive National Guard, which, as of August 2006, comprised
approximately one-quarter of the Ready Reserve, with over 218,000
members. However, DOD has not placed emphasis on collecting employer
information for these reservists. The Office of the Assistance
Secretary of Defense for Reserve Affairs acknowledged that it has
concentrated its efforts on obtaining employment information for
members of the Selected Reserves, especially the Army Reserve and Army
National Guard, which are the larger part of the Ready Reserve and are
more frequently deployed. According to a DOD official, compliance is
more difficult with regard to the Individual Ready Reserve and Inactive
National Guard, because the reserve components face challenges in
locating these members.
In recent years, we have issued a number of reports highlighting
concerns regarding the availability of Individual Ready Reservist
contact information.[Footnote 27] Specifically, in April 2003, we
reported that many of the Individual Ready Reserve members were not
available for mobilization because the services did not have valid
contact information (addresses or phone numbers) for these individuals.
At that time, we recommended that the Secretary of Defense direct the
service secretaries to develop and use results-oriented performance
metrics to guide service efforts to gain and maintain improved
information on Individual Ready Reserve members and review and update
their Individual Ready Reserve policies. Also, in September 2004, we
recommended that DOD should gather better information about its reserve
component forces. Additionally, in September 2006, we reported that the
time needed to identify, locate, and contact members of the Army's
Individual Ready Reserve would be a significant drawback for meeting
future requirements. Without better employment information, DOD's
ability to conduct employer outreach and make mobilization decisions
that might affect first responders and communities is limited.
Some Reserve Employment Data May Not Be Current:
Some of reported employer data in DOD's employer database may not
reflect current employment since the services have not established a
formal mechanism to encourage reservists to keep this information up to
date. Although reservists are required to update their employment
information when changes occur, the extent to which this update is
occurring and the extent to which DOD's employer data include current
employer information is unknown. Information obtained during our site
visits to Reserve and National Guard units raised doubts about the
currency of reported employment data. We held a total of 17 group
discussions with over 100 reservists--which were stratified to include
senior officers, junior officers, senior enlisted, and junior enlisted
members--to discuss employer reporting and USERRA issues. A common
theme that emerged from these discussions was that reservists generally
were aware of the DOD requirement to report employer information and
had at some point reported their employment status, but were not aware
of the requirement to update their employer information when they
changed employers. After our initial site visits, we discussed the
issue of current employer data with the DOD official responsible for
managing the employer database. The official confirmed that DOD policy
requires reservists to update their employer information when changes
occur, but DOD does not have a formal mechanism in place to encourage
reservists to do so.
While not a formal review process, some reserve components such as the
Army Reserve and Air Force Reserve indicated they have a tool in place
that prompts their members to review and update employment information
and other personnel data yearly on the month of their enlistment
anniversary. Further, reservists in these components are reminded to
update their employer information when accessing their online personnel
or human resources system. The Office of the Assistant Secretary of
Defense for Reserve Affairs is considering revising its employment
reporting instruction to require annual reviews and updates of reported
employer information, but DOD and the services do not currently have a
formal review mechanism in place to encourage reservists to review
employment-related data on a recurring basis.
Even if DOD and the services meet established civilian employment
reporting goals, it means little if the employer data are not current.
Without current data, DOD's ability to determine which reserve members
to activate, including those employed in civilian positions related to
health care and law enforcement that are essential to maintaining
national health and safety, is limited. The extent to which reservists'
employer data are not current also affects DOD's ability to conduct
employer outreach.
Current Data Verification Process Is Not Adequate for Some Civilian
Employers:
Although DOD has taken steps to verify the accuracy of reservist-
reported employment data, its process is not adequate for verifying
some civilian employers, including small businesses that employ less
than 50 people. The department has a particular interest in obtaining
information on small businesses that employ reservists and self-
employed reservists because of the potential impact that mobilizations
may have on small business and self-employed reservists. The impact of
reservists' mobilizations on businesses depends upon the position or
function performed by the reservist employed. Although large and small
businesses are both affected by mobilizations, the loss of a single
employee from a small business is more likely to have an immediate and
significant impact on the business.
The department currently relies on Dun and Bradstreet to verify and
supplement employer data submitted by reserve members. Dun and
Bradstreet maintains a comprehensive global business database,
consisting of over 107 million companies. Its database contains data
elements on each of those businesses that range from basic
identification to value-added business intelligence information. Basic
data identification elements include items such as company name,
physical address, mailing address, and phone number. Value-added
business intelligence includes information such as number of employees,
and standard industrial codes.
DOD has been unable to verify employer information for approximately 24
percent of reservists (108,125 of 453,596) reporting full-time or part-
time civilian employment as of August 2006. Dun and Bradstreet have
been unable to verify this information for DOD because either the
employer information did not match its data or some industry details
were missing. DOD and Dun and Bradstreet officials acknowledge the
difficulties involved in capturing data on some employers, especially
those that are small businesses. A challenge to collecting small
business data involves employing mechanisms for collecting accurate
information on new businesses and for tracking changes to the
businesses, such as location and mergers. Verification of employer
information for small business represents a particular challenge since
small businesses in general such as doctors, lawyers, accountants, and
carpenters are far less likely to be captured in the verification
process than large corporations.
Figure 2 illustrates the breakout of the 181,438 selected reservists
employed in the private sector by business size whose reported
employment has been verified as private sector related. For this group,
the data show that 35 percent (63,634 of 181,438) were employed by
small businesses with less than 50 employees.
Figure 2: Number and Percent of Selected Reservists Reporting Work in
the Private Sector by Business Size (Number of Employees):
[See PDF for image]
Source: DOD's Civilian Employment Information Database.
Note: The unmatched category includes employer information that was
partially verified but incomplete information was available to
determine company size.
[End of figure]
Table 3 shows a breakdown of these 63,634 Selected Reserve members with
verified employer information who are employed in small businesses for
each reserve component by number and percent. The Army National Guard
and the Army Reserve have the greatest number and percent of members
who are employed in small business when compared to the DOD total.
Table 3: Number and Percent of Selected Reservists Reporting Employment
by Small Businesses with Less than 50 Employees by Reserve Component
and Total:
Reserve component: Army National Guard;
Number of reservists employed in small business[A]: 23,698;
Percent of component's reservists employed in small business: 37%;
Percent of component's reservists employed in small business compared
to total: 37%.
Reserve component: Air National Guard;
Number of reservists employed in small business[A]: 5,769;
Percent of component's reservists employed in small business: 31;
Percent of component's reservists employed in small business compared
to total: 9.
Reserve component: Army Reserve;
Number of reservists employed in small business[A]: 19,172;
Percent of component's reservists employed in small business: 37;
Percent of component's reservists employed in small business compared
to total: 30.
Reserve component: Air Force Reserve;
Number of reservists employed in small business[A]: 4,968;
Percent of component's reservists employed in small business: 27;
Percent of component's reservists employed in small business compared
to total: 8.
Reserve component: Navy Reserve;
Number of reservists employed in small business[A]: 7,799;
Percent of component's reservists employed in small business: 33;
Percent of component's reservists employed in small business compared
to total: 12.
Reserve component: Marine Corps Reserve;
Number of reservists employed in small business[A]: 1,784;
Percent of component's reservists employed in small business: 38;
Percent of component's reservists employed in small business compared
to total: 3.
Reserve component: Coast Guard Reserve;
Number of reservists employed in small business[A]: 444;
Percent of component's reservists employed in small business: 40;
Percent of component's reservists employed in small business compared
to total: 1.
Reserve component: Total;
Number of reservists employed in small business[A]: 63,634;
Percent of component's reservists employed in small business: 35%;
Percent of component's reservists employed in small business compared
to total: 100% [B].
Source: DOD's Civilian Employment Information Database.
[A] For purposes of this report, small businesses are identified as
businesses having 50 employees or less.
[B] Percent may not add due to rounding.
[End of table]
As of August 2006, about 5 percent of employed reservists, 23,871 of
the 453,596, reported they were self-employed. As shown in figure 3,
the largest number of self-employed reservists report working in
occupations related to management, construction and extraction, and
healthcare practitioners and technical occupations.
Figure 3: Occupations with the Greatest Amount of 23,871 Self-Employed
Reservists Reporting:
[See PDF for image]
Source: DOD's Civilian Employment Information Database.
[End of figure]
According to Office of the Assistant Secretary of Defense for Reserve
Affairs officials, they are currently exploring alternative resources
for verifying small business employer information. DOD has begun
discussions with the Census Bureau to obtain aggregate information on
small business addresses. Additionally, DOD is in the process of
working with the Small Business Administration in an attempt to develop
strategies to improve the collection and management of employer
information on small businesses.
Congress and DOD Do Not Have the Comprehensive Information Necessary to
Allow for Oversight of Reservists' USERRA Complaints:
The four federal agencies responsible for assisting reservists with
USERRA complaints--DOD's Employer Support of the Guard and Reserve, the
Department of Labor's Veterans' Employment and Training Service, the
Department of Justice, and the Office of Special Counsel--track and
address these complaints; however, Congress does not have the
comprehensive information necessary to allow for complete oversight of
all reservist USERRA complaints. The Secretary of Labor is required by
law to provide an annual report to Congress on the number of formal
USERRA complaints reviewed by the agency and referred to the Attorney
General or Office of Special Counsel. However this report does not
include informal complaints filed with DOD's Employer Support of the
Guard and Reserve, which account for approximately 80 percent of all
reservists' reemployment complaints. In addition, DOD lacks complete
information on all reservists' USERRA complaints filed because it does
not have visibility over complaints reported directly to the Veterans'
Employment and Training Service or the Office of Special Counsel.
Finally, the information we obtained on the more than 16,000 total
informal and formal complaints revealed that the nature of these USERRA
complaints could not be uniformly categorized to completely reveal
trends in the types of problems that reservists returning from
deployment experience because of differences in complaint categories.
Data in the Department of Labor's Report to Congress Represent Only 20
Percent of Complaints Filed:
The complaint data that the Department of Labor reported to Congress
for fiscal years 2004 and 2005 did not include 80 percent, or 9,975 of
the 12,421 total informal and formal USERRA complaints filed by
reservists during that period. The Secretary of Labor is required by
law to provide an annual report that includes information on the number
of cases it reviewed, the nature and status of each case reported, as
well as the number of cases referred to the Attorney General or the
Office of Special Counsel.[Footnote 28] Relatively few formal
complaints reach the Department of Justice and the Office of Special
Counsel each year since the formal process begins at Veterans'
Employment and Training Service, and complaints may be resolved there
and not forwarded to the Department of Justice or the Office of Special
Counsel.[Footnote 29] Nonetheless, the Secretary of Labor is required
by law to include information on the number of complaints filed by the
Attorney General, as well as an indication of whether there are any
apparent patterns of violation and recommendations for administrative
or legislative action that the Secretary, the Attorney General, or the
Special Counsel considers necessary for the effective implementation of
USERRA. In additional to filing formal complaints with these agencies,
complainants can also file informal USERRA complaints with DOD's
Employer Support of the Guard and Reserve. However, Congress is not
informed about these informal complaints because USERRA does not
require the Secretary of Labor to include informal complaint
information from DOD in its annual report to Congress. Further, DOD's
Employer Support of the Guard and Reserve does not provide information
to Congress, in any form, on the number and nature of informal USERRA
complaints that it receives each year. The informal complaints filed
with DOD's Employer Support are similar in nature and no less
significant than the formal complaints filed with the Department of
Labor or other agencies. For example, in fiscal year 2006,
discrimination for military obligations was the top complaint filed
with both DOD's Employer Support and the Veterans' Employment and
Training Service. By contacting DOD's Employer Support, reservists'
USERRA issues may be resolved more expeditiously, as the organization
tries to resolve pay-related USERRA complaints in 7 days and other
USERRA complaints within 14 days. According to the agency data, more
than 95 percent of informal complaints reported to DOD's Employer
Support are resolved without being forwarded to the Department of Labor
for action.
According to a ranking DOD official, based on projections from the May
2004 Defense Manpower Data Center survey, of the reservists who sought
assistance for a USERRA issue, between 53 and 79 percent sought
assistance from DOD's Employer Support, but only between 15 and 37
percent sought help from the Veterans' Employment and Training Service.
As shown in table 4, reservists filed a total of 9,975 informal USERRA
complaints with DOD's Employer Support in fiscal years 2004 and 2005.
These numbers represent USERRA complaints that reservists filed and do
not include the many calls that DOD's Employer Support receives for
basic information.[Footnote 30] However, the Secretary of Labor's
annual report to Congress included only the 2,446 formal USERRA
complaints filed for that same time period.
Table 4: Informal and Formal Complaints Reservists Filed with DOD's
Employer Support of the Guard and Reserve, the Veterans' Employment and
Training Service, and the Office of Special Counsel[A], Fiscal Years
2004 and 2005:
Fiscal year: 2004;
Informal complaints reported to DOD's employer support [B]: 5,839;
Formal complaints reported to Veterans' Employment and Training
Service: 1,280;
Formal complaints reported to the Office of Special Counsel: [C];
Grand total of informal and formal complaints: 7,119.
Fiscal year: 2005;
Informal complaints reported to DOD's employer support [B]: 4,136;
Formal complaints reported to Veterans' Employment and Training
Service: 1,054;
Formal complaints reported to the Office of Special Counsel: 112;
Grand total of informal and formal complaints: 5,302.
Fiscal year: Total;
Informal complaints reported to DOD's employer support [B]: 9,975;
Formal complaints reported to Veterans' Employment and Training
Service: 2,334;
Formal complaints reported to the Office of Special Counsel: 112;
Grand total of informal and formal complaints: 12,421.
Source: GAO based on the Department of Labor's USERRA Annual Report to
Congress, fiscal years 2004 and 2005 and data from DOD's Employer
Support.
[A] The data reported by the Office of Special Counsel in the
Department of Labor's Annual Report to Congress includes information on
all USERRA complaints filed with the agency under the demonstration
project, including reservists, veterans (including disabled veterans),
and others, including members of the Commissioned Corps of the U.S.
Public Health Service, former active duty personnel who alleged USERRA
rights violations based on their enlistment in the Armed Forces,
persons who filed both on the bases of their prior military service
(i.e., veteran status) and present military service obligation (i.e.,
Guard or Reserve duty), persons whose connection with a uniformed
service was unknown, and persons who could not establish membership in
a uniformed service.
[B] The complaint data from DOD's Employer Support are based on the
number of cases closed for fiscal years 2004 and 2005. The complaint
data from the Veterans' Employment and Training Service and the Office
of Special Counsel are based on the number of cases opened for that
same time period.
[C] The Office of Special Counsel demonstration project did not begin
until February 8, 2005; therefore, there were no formal complaints
filed with the Office of Special Counsel included in the Department of
Labor's Annual Report to Congress in fiscal year 2004.
[End of table]
Without data from DOD's Employer Support of the Guard and Reserve,
Congress has limited visibility over the full range of USERRA issues
that reservists face following deployment. Further, without these data,
Congress may lack the information for its oversight of reserve
employment matters needed to take actions that may be necessary to more
effectively implement USERRA.
DOD Lacks Complete Information on All USERRA Complaints:
DOD's Employer Support does not have information on, and therefore
cannot track, reservists' USERRA complaints reported directly to the
Veterans' Employment and Training Service and the Office of Special
Counsel. As noted in the Standards for Internal Control in the Federal
Government,[Footnote 31] management should ensure there are adequate
means of obtaining information from others that may have a significant
impact on the agency achieving its goals. However, despite recent
enhancements to the Veterans' Employment and Training Service database
which were designed to increase interagency coordination in managing
USERRA case information, the Department of Labor's system allows each
agency visibility over only those complaints that originate within
their agency.
Following a recommendation in our 2005 report,[Footnote 32] the
Veterans' Employment and Training Service implemented an enhancement to
its USERRA Information Management System in October 2006 to enable the
four USERRA coordinating agencies to electronically transfer case
information between agencies. The database enhancement allows DOD's
Employer Support of the Guard and Reserve, the Veterans' Employment and
Training Service, the Department of Justice, and the Office of Special
Counsel to access and update the status of cases using the
internet.[Footnote 33] In cases where a reservist files a formal
complaint with the Veterans' Employment and Training Service and
identifies DOD's Employer Support involvement in the case, the enhanced
database will send an automated e-mail message to DOD's Employer
Support. The e-mail will contain a link by which DOD's Employer Support
can enter case information on the claimant. In addition, DOD's Employer
Support will receive an e-mail notification each time the status of
cases originating with it changes. An automatic e-mail notification
will also be sent to the Department of Justice or the Office of Special
Counsel when a reservist decides to refer a case to either agency.
Additionally, the Office of Special Counsel's USERRA unit chief will
receive an automated e-mail notification when the Veterans' Employment
and Training Service opens, refers, or resolves a federal sector claim
opened during the term of the demonstration project.[Footnote 34]
Officials from each agency are able to see USERRA complaint information
such as whether a case is open or closed, which agency is currently
addressing it, and how long it took to resolve, and they are able to
produce a report containing aggregate USERRA complaint data on the
cases over which they have jurisdiction. However, only the Veterans'
Employment and Training Service has visibility over the entire USERRA
complaint process for all USERRA cases from submission--with the
Veterans' Employment and Training Service--to resolution. Even though
DOD's Employer Support of the Guard and Reserve has coresponsibility
with the Veterans' Employment and Training Service for overseeing
implementation of USERRA,[Footnote 35] the system does not make
aggregate reservist USERRA complaint data available to DOD's Employer
Support. DOD's Employer Support has visibility over only those
complaints that originated with its office, provided the complainant
notified the Veterans' Employment and Training Service that he or she
had previously notified DOD's Employer Support. Likewise, the
Department of Justice and Office of Special Counsel have visibility
over only those complaints that have been reported or referred to them,
but the number of reservists' USERRA complaints that these two agencies
address are relatively few in comparison to the total.
According to Veterans' Employment and Training Service officials, when
the enhancement was being developed, the Department of Labor's
Solicitor's Office determined that, due to the sensitive nature of the
information that could be contained in the database, each agency's
access would be limited to information about which it has a need to
know. However, just as it is important for the Veterans' Employment and
Training Service to have visibility over all USERRA cases, it is also
important for DOD's Employer Support of the Guard and Reserve to have
aggregate information on all reserve USERRA cases, excluding those
details of a sensitive nature, even if those cases did not originate
with their Employer Support organization. DOD's Employer Support also
has direct responsibility for the reservists who are experiencing
USERRA issues. Without knowledge of the USERRA complaints filed with
the Veterans' Employment and Training Service and the Office of Special
Counsel, DOD does not have complete information on the reemployment
issues that its reservists have experienced.
USERRA Complaints Could Not Be Uniformly Categorized to Reveal Trends
on the Types of USERRA Issues Experienced by Reservists:
The information we obtained on the more than 16,000 total informal
complaints filed with DOD's Employer Support and formal complaints
filed with the Department of Labor's Veterans' Employment and Training
Service and the Office of Special Counsel between fiscal years 2004 and
2006 showed that the nature of those complaints could not be uniformly
categorized in order to reveal trends on the kinds of problems that
returning reservists experience because the four USERRA agencies
responsible for addressing complaints use different complaint
categories to characterize these issues.[Footnote 36] In line with the
Standards for Internal Control in the Federal Government,[Footnote 37]
it is essential that different sets of related data be compared and
assessed so that analyses of the relationships can be made and
corrective actions taken, if necessary. However, because the databases
of the four agencies responsible for USERRA were created for different
purposes, the data collected are not conducive to a meaningful
comparison. In particular, the two agencies that see the highest volume
of cases, DOD's Employer Support of the Guard and Reserve and the
Department of Labor's Veterans' Employment and Training Service, use
different complaint categories to identify reservists' USERRA
complaints, such as being refused job reinstatement, denied an
appropriate pay rate, or being denied vacation time.
USERRA Coordinating Agencies' Databases Collect Different Data for
Different Purposes:
The databases of the USERRA coordinating agencies were created for
different purposes. For example, Veterans' Employment and Training
Service developed its database to track USERRA complaints to fulfill
its reporting requirement to Congress.[Footnote 38] However, DOD's
Employer Support began tracking USERRA complaint information in a
centralized database as a result of our 2002 finding[Footnote 39] that
it did not have an accurate count of complaints handled by ombudsmen.
Because these two agencies created their databases for different
purposes, they do not have uniform complaint categories. For example,
for DOD's Employer Support there are several issues that fall under the
category of pay:
* employee paid less than others in comparable positions;
* employee not given a raise;
* pay of salaried employee reduced because of military absence; and:
* employee did not receive paid military leave in accordance:
with employer policy.
For the Veterans' Employment and Training Service, the pay rate
complaint category addresses the following:
* failure to meet the requirement that the reservist be restored to a
position with the same rate of pay as would have been paid had the
reservist not been absent for military service.
Unlike DOD's Employer Support, this category does not include
complaints regarding paid military leave.
While the complaint categories used by the Department of Justice and
the Office of Special Counsel to categorize USERRA complaints are also
different from DOD's Employer Support and the Department of Labor, the
number of complaints that these two agencies address are few in
comparison to the total. In addition, complaints do not originate with
the Department of Justice; they are referred from the Department of
Labor. Therefore the complaints contained in the Department of
Justice's database would already be contained in the Department of
Labor's system. Further, although the Office of Special Counsel has
directly received certain Federal USERRA complaints under the
demonstration project,[Footnote 40] to date it has received few,
relative to the total number of complaints filed (federal and
nonfederal).[Footnote 41]
The complaint categories used by DOD's Employer Support and the
Department of Labor's Veterans' Employment and Training Service, which
handle the largest number of USERRA complaints, are not completely
compatible. As a result of the incompatibility of the complaint
categories, neither DOD nor the Veterans' Employment and Training
Service have yet to consolidate information to identify complete trends
on the nature of reservists' USERRA complaints that may not be readily
apparent. As reservists continue to demobilize and the possibility of a
USERRA complaint exists, this trend information on USERRA issues may
assist Congress and DOD in making informed decisions concerning USERRA.
Disabled Reserve Members' USERRA Complaints Are Not Systematically
Recorded or Tracked:
The four agencies--DOD's Employer Support, the Department of Labor's
Veterans' Employment and Training Service, the Office of Special
Counsel, and the Department of Justice--responsible for addressing and
tracking USERRA claims cannot systematically record and track
disability-related employment complaints. In essence, these agencies do
not record disability-related complaints using consistent and
compatible complaint categories or distinguish disability-related
complaints from other types of complaints for tracking and reporting
purposes.[Footnote 42] Therefore, the nearly 200 disability-related
USERRA claims filed with DOD's Employer Support and the Department of
Labor's Veterans' Employment and Training Service from fiscal year 2004
through fiscal year 2006 may be understated. Further, DOD may only have
knowledge of those claims initially filed with Employer Support. DOD
may not be aware of 43 formal disability-related complaints if they
were filed directly with the Veterans' Employment and Training Service.
Without tracking disabled reservists' employment complaints, DOD may
not be completely aware of the effect that disabilities incurred by
reservists while on active duty have on their reemployment, and what
additional assistance may be needed to help transition this population
back into the workforce.
Agencies Do Not Use Consistent, Compatible Categories to Track
Disability-Related Complaints:
Specifically, agency officials indicated that all four agencies
involved in tracking and addressing USERRA disability-related
complaints, such as an employer's failure to provide reasonable
accommodation, like any other type of USERRA complaint; however, they
do not record disability-related complaints using consistent and
compatible categories to allow information analysis and reporting. For
example, DOD's Employer Support classifies USERRA disability-related
complaints within three categories including medical benefits, job
placement, and time limits for reemployment, while the Department of
Labor's Veterans' Employment and Training Service uses one category,
reasonable accommodation and retraining for disabled, to classify
USERRA disability-related complaints. The Department of Justice
classifies and tracks USERRA complaints, including those that may be
disability related, within 11 categories such as assignment, benefit,
discharge, reemployment, and termination; and the Office of Special
Counsel uses four categories--reprisal, discrimination, disabled
veteran discrimination, and reemployment rights--to record USERRA
complaints, including those that may be disability related. Table 5
shows the complaint classifications used by DOD's Employer Support, the
Department of Labor's Veterans' Employment and Training Service, the
Department of Justice, and the Office of Special Counsel to record
disability-related complaints.
Table 5: Type of USERRA Disability-Related Complaint Classifications by
Agency:
How disability-related claim may be classified by agencies: Medical
benefits: Employee incurred/ aggravated medical disability during
service;
DOD's Employer Support: X;
Veterans' Employment and Training Service: [Empty];
Department of Justice: [Empty];
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Job
placement: Employer does not accommodate returning disabled employee;
DOD's Employer Support: X;
Veterans' Employment and Training Service: [Empty];
Department of Justice: [Empty];
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Time limits
for reemployment: Employee incurred/aggravated disability during
service;
DOD's Employer Support: X;
Veterans' Employment and Training Service: [Empty];
Department of Justice: [Empty];
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Reasonable
accommodations/retraining for disabled;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: X;
Department of Justice: [Empty];
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Disabled
veteran discrimination;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: [Empty];
Office of Special Counsel: X.
How disability-related claim may be classified by agencies: Reprisal;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: [Empty];
Office of Special Counsel: X.
How disability-related claim may be classified by agencies:
Reemployment;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: X.
How disability-related claim may be classified by agencies:
Discrimination;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: X.
How disability-related claim may be classified by agencies: Assignment;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Benefit;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Discharge;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Discipline;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Hiring;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies: Promotion;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies:
Retaliation;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies:
Termination;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
How disability-related claim may be classified by agencies:
Miscellaneous;
DOD's Employer Support: [Empty];
Veterans' Employment and Training Service: [Empty];
Department of Justice: X;
Office of Special Counsel: [Empty].
Source: GAO analysis of agency reporting codes.
[End of table]
Agencies Do Not Have a System to Distinguish Disability-Related
Complaints from Other Types of Complaints:
While the categories depicted above may include disability-related
cases, other disability-related complaints may not be classified as
such. Some claimants may not have identified their disability when
filing a case or the case worker may not have classified the disability
as the primary complaint. For example, DOD Employer Support customer
service personnel and ombudsmen do not specifically inquire if cases
are related to a disability. If the complainant indicates that the case
involves a disability, DOD's Employer Support will classify it
accordingly. Otherwise, the case may be categorized within other DOD
Employer Support classifications as determined by the case worker
taking the complaint.
In addition, a single USERRA complaint may involve a number of
different issues or violations that complicates case classification and
categorization by the agencies. As a result, disability-related
complaints may not be distinguishable from any other types of
complaints for tracking and reporting purposes. During fiscal year 2003
through fiscal year 2005, for example, the Office of Special Counsel
filed three discrimination cases and one reemployment rights case with
the Merit System Protection Board. One of the cases, initially
classified as a discrimination case, was based on a USERRA disability-
related violation that involved a U.S. Postal Service employee who had
been called to active military service. As a Postal Service employee,
this person's job entailed the lifting of heavy packages. While on
active duty, he suffered a shoulder injury that prevented him from
doing his job when he returned to his civilian employer. According to
the complaint, the Postal Service terminated the reservist without
making any effort to find him a suitable alternative position. The
Office of Special Counsel later alleged violations of both the
antidiscrimination provisions and reemployment rights provisions of
USERRA when a suit was filed. Additionally, the Department of Justice
routinely classifies USERRA complaints involving multiple violations
within all applicable categories. No distinction is made concerning the
relevance of one violation compared to another within the various
categories. The Department of Labor officials also indicated that to
ensure that all disability-related cases were properly categorized,
virtually all case notes and case files would have to be reviewed.
DOD Does Not Have Complete Visibility over Disability-Related
Employment Complaints:
Our analysis of DOD's Employer Support and the Department of Labor's
Veterans' Employment and Training Service disability-related complaint
categories indicated that about 200 disability-related USERRA claims
were filed with them from fiscal year 2004 through fiscal year 2006. We
believe, however, this number may be understated because DOD Employer
Support may have classified undisclosed disability-related complaints
in other categories and the Department of Labor's Veterans' Employment
and Training Service may have classified disability-related employment
complaints that included other USERRA violations in categories other
than the specific categories we reviewed and analyzed. Consequently,
DOD may not be fully aware of the actual number of disability-related
complaints filed by its reservists or the specific employment issues
being experienced by reservists seeking reemployment. Without such
information, DOD may find it difficult to assess the needs of its
disabled reservists experiencing reemployment issues and provide
whatever additional assistance may be needed to help transition this
population back into the workforce.
From fiscal years 2003 to 2006, DOD identified nearly 12,000 reservists
as disabled. These disabilities include physical impairments as well
mental distress received while on active duty. GAO has previously
reported on the risk of servicemembers returning from combat developing
post-traumatic stress disorder.[Footnote 43] Mental Health experts
estimate that the intensity of warfare in Iraq and Afghanistan could
cause more than 15 percent of servicemembers returning from these
conflicts to develop post-traumatic stress disorder. As long as current
operations continue, servicemember will place themselves at risk for
becoming injured or potentially being mentally traumatized, which could
require DOD to make a greater investment in offering assistance to
these individuals.
Conclusions:
Without better employer information, DOD cannot manage activities such
as conducting outreach to help employers understand their USERRA
responsibilities or know if its decisions are adversely affecting
communities by activating a large number of its first responders or
healthcare professionals, or disproportionately impacting small
business employers.
Currently, the Department of Labor's annual report to Congress includes
information about only formal USERRA complaints, which accounted for
about 20 percent of all reservist complaints filed in fiscal year 2005.
With the Department of Labor reporting only reservists' formal USERRA
complaint data, Congress may not have enough information for its
continued oversight of reserve employment matters, and to help
determine whether any revisions to USERRA are warranted based on the
nature of both formal and informal complaints. Currently, DOD lacks
complete information on all informal and formal USERRA complaints filed
by its reserve members. Thus, DOD may be unable to determine the full
extent of USERRA issues that its reservists are facing. Lastly, as long
as the agencies responsible for addressing complaints continue to
classify USERRA complaints differently in their databases,
consolidation of this information to identify complete trends may prove
to be difficult, limiting DOD's knowledge of the nature of reservists'
USERRA issues and the ability to take action on the most common
complaints to better assist reservists upon their return from
deployment.
Without systematic tracking of disabled reservists' reemployment
complaints, Congress and DOD may lack information about the actual
number of disability-related reemployment complaints filed by this
group of reservists after their demobilization and recovery. Further,
without visibility over disability-related complaints, DOD may find it
difficult to assess the reemployment challenges that its disabled
reservists experience upon their return to civilian employment and
whether additional assistance may be needed to help transition this
population back into the workforce. Having the ability to identify
disability-related reemployment complaints will become more crucial in
the future as reservists continue to face combat and expose themselves
to serious injury in operations in Iraq and Afghanistan.
Matter for Congressional Consideration:
To gain a full perspective of the number and nature of USERRA
complaints filed by reservists in gaining reemployment upon returning
from active duty, Congress should consider amending 38 U.S.C. §4332 to
require the Department of Labor to include data from DOD's Employer
Support of the Guard and Reserve in its annual report to Congress.
Recommendations for Executive Action:
To improve the reporting of reserve employment information and to
enable the components to meet the reporting compliance rate of 95
percent for the Selected Reserve and 75 percent for the Individual
Ready Reserve and Inactive National Guard, we recommend that the
Secretary of Defense direct the Office of the Assistant Secretary of
Defense for Reserve Affairs to establish specific time frames for
reservists to report their employment data, set specific time frames
for reserve components to achieve the established compliance reporting
goals, and direct the service components to take action to assure
reporting compliance.
To encourage reservists to provide DOD with current employer data, we
recommend that the Secretary of Defense direct the Office of Assistant
Secretary for Reserve Affairs to update DODI 7730.54, Enclosure 10 on
civilian employment-related information reporting to instruct all
military departments to establish a formal review mechanism that would
require all reservists to review and update at least annually their
reported employment-related information.
To provide DOD with increased visibility over reserve USERRA
complaints, we recommend that the Secretary of Labor provide aggregate
USERRA complaint data to DOD's Employer Support for the Guard and
Reserve.
To allow for complete analysis of trends in reporting reservist USERRA
complaints, we recommend that the Secretary of Defense and Secretary of
Labor adopt uniform complaint categories in the future that will allow
aggregate trend analysis to be performed across the databases.
To provide the agencies responsible for addressing USERRA complaints
with better information about disability-related employment complaints,
we recommend that the Secretary of Labor direct the Veterans'
Employment and Training Service to develop a system for recording and
tracking disability-related USERRA complaints reported by reservists,
such as establishing consistent and compatible complaint categories and
distinguishing disability-related complaints from other types of
complaints. The Veterans' Employment and Training Service should then
share this system with the other agencies responsible for addressing
USERRA complaints.
Agencies' Comments and Our Evaluation:
In written comments on a draft of this report, the Department of
Defense (DOD) and the Department of Labor generally concurred with our
findings and recommendations that were directly applicable to their
respective agencies. The Office of Special Counsel also provided
written comments indicating that it concurred with our recommendations
and found the report to be comprehensive and accurate as it related to
the responsibilities of the Office of Special Counsel. Also, the
Department of Labor and the Office of Special Counsel concurred with
our matter for congressional consideration that Congress should
consider amending 38 U.S.C. §4332 to require the Department of Labor to
include complaint data from DOD's Employer Support of the Guard and
Reserve in its annual report to Congress. The Department of Justice
reviewed a draft of this report and had no comments. Each agency's
comments are printed in its entirety in appendices IV through VI. The
agencies also provided technical comments, which we incorporated as
appropriate.
In DOD's written comments, the department partially concurred with our
recommendation that the Secretary of Defense direct the Office of the
Assistant Secretary of Defense for Reserve Affairs to establish
specific time frames for reservists to report their employment data and
direct the service components to take action to assure compliance. DOD
cited Instruction 7730.54 issued on August 6, 2004, which directed the
services to obtain a 95 percent compliance rate for Civilian Employment
Information for the Selected Reserve and to obtain a 75 percent
compliance rate for the Individual Ready Reserve and Inactive National
Guard with good addresses, effective the date of the issuance of the
Instruction (August 6, 2004). DOD also noted that the Under Secretary
of Defense for Personnel and Readiness issued a memorandum to the
Service Secretaries on November 19, 2004, requesting their assistance
in collecting reservists' employment information by February 1, 2005.
Based on the instruction and the Under Secretary's memorandum, DOD
commented that specific time frames are in place for the compliance
reporting of civilian employment information. We disagree. As our
report points out, in August 2005--6 months after the February 2005
reporting time frame--not all reservists had complied with the
reporting requirement. In August 2005, the overall number of Ready
Reservists reporting employer information to DOD was about 60 percent.
This number improved to about 77 percent overall in August 2006, but
still short of DOD's goals. We continue to believe that DOD needs to
establish a new deadline by which reservists must report their employer
information to DOD. In addition to establishing new reporting
requirements for individual reservists, we noted throughout our draft
report that DOD has not set specific time frames for reserve components
to achieve the established compliance reporting goals. We believe it is
essential that DOD establish such time frames. In its written comments,
DOD agreed to issue a memorandum directing the reserve components to
meet the full compliance reporting for members of the Selected Reserve.
However, DOD did not state that the memorandum would include a specific
deadline by which reserve components would have to achieve full
compliance reporting. Also, DOD stated that the memorandum would
address only the goals for the Selected Reserve. We also believe this
memorandum should direct the reserve components to meet full compliance
reporting for the Individual Ready Reserve and Inactive National Guard
members, as well. We have modified our recommendation to state that the
Assistant Secretary of Defense for Reserve Affairs should set specific
time frames for reserve components to achieve the established
compliance reporting goals.
DOD concurred with our recommendation that the Secretary of Defense
direct the Office of the Assistant Secretary for Reserve Affairs to
update DOD instruction 7730.54 Enclosure 10 on civilian employment-
related information reporting to instruct all military departments to
establish a formal review mechanism that would require all reservists
to review and update their reported employment-related information at
least annually. DOD stated that it has drafted a revision to DOD
instruction 7730.54 that requires an annual review of civilian
employment information. According to DOD, while this revision is being
processed for reissuance, the Army National Guard has recommended
consideration of adding a pop-up screen to its existing Web site to
prompt service members to validate employment data and capture the
validation date. Navy Operational Support Centers will also ensure an
annual verification of employment data and record changes in this
information when notified.
DOD also concurred with our recommendation that the Secretary of
Defense and the Secretary of Labor adopt uniform complaint categories
in the future that will allow aggregate trend analysis to be performed
across the databases. DOD noted that National Committee for Employer
Support of the Guard and Reserve staff members are working with
Department of Labor staff to facilitate uniformity of complaint
categories which will allow for like data points in each department's
database.
In the Department of Labor's written comments, the department concurred
with our recommendation that the Secretary of Labor make aggregate
USERRA complaint data available to the DOD's Employer Support for the
Guard and Reserve. It noted that it has provided such information to
Reserve Affairs, the National Guard Bureau, and the Defense Manpower
Data Center. The Department of Labor has agreed to start providing
aggregate information to DOD's Employer Support of the Guard and
Reserve on a quarterly basis.
The Department of Labor also concurred with our recommendation that the
Secretary of Defense and the Secretary of Labor adopt uniform complaint
categories in the future that will allow aggregate trend analysis to be
performed across the databases. It noted that it is working with DOD's
Employer Support of the Guard and Reserve to determine the appropriate
means to achieve that goal. The Department of Labor is enhancing its
USERRA information management system in cooperation with DOD's Employer
Support, the Department of Justice, and the Office of Special Counsel
to effect our recommendation. The Department of Labor stated that these
changes will improve case handling and aid in compiling accurate and
meaningful case data, including pertinent data involving USERRA
disability cases from DOD's Employer Support and the Department of
Labor's Veterans' Employment and Training Service.
The Department of Labor also concurred with our recommendation that the
Secretary of Labor direct the Veterans' Employment and Training Service
to develop a system for recording and tracking disability-related
complaints reported by reservists, such as establishing consistent and
compatible complaint categories and distinguishing disability-related
complaints from other types of complaints. The Veterans' Employment and
Training Service should then share this system with the other agencies
responsible for addressing USERRA complaints. It noted that its
statutory authority to collect such disability-related data is limited
to USERRA complaints. It also noted that to avoid ambiguity with its
recommendation, GAO may want to clarify that the recommendation covers
only the identification of USERRA complaints where the servicemember's
disability is a factor in the case rather than a requirement to capture
all disability complaints that reservists might raise. In response to
the Department of Labor's comments, we revised this recommendation to
make clear that we are not asking the Department of Labor to collect
information that extends beyond its USERRA statutory authority.
Finally, the Department of Labor's comments state that our report does
not adequately differentiate between "informal inquiries" and "formal
complaints," and that we categorize all inquiries as complaints,
regardless of content. The Department of Labor further states that our
report's lack of differentiation unnecessarily inflates the total
number of USERRA complaints by 9,975. We disagree for the following
reasons. First, we do not use the term "informal inquiries" anywhere in
our report. We use the terms "informal complaints" and "formal
complaints." Second, we took great care throughout the report to
differentiate our use of the terms "informal" and "formal" complaints.
For example, our report's introduction section very carefully
stipulates that reservists have both "informal" and "formal" options to
report their USERRA complaints. We note that DOD's Employer Support
program and the military chain of command are "informal" sources
available to reservists, and clearly stipulate, both in narrative and
in a footnote, that complaints filed with DOD's Employer Support are
"informal complaints," while complaints filed with the Departments of
Labor and Justice, and the Office of Special Counsel are "formal"
complaints. Regarding Labor's assertion that our report categorizes all
inquiries as complaints, we disagree. We were meticulous in our
requests for complaint data and very thorough in our analyses of these
data to ensure that inquiries for information and/or requests for
technical assistance were excluded from our complaint totals. Moreover,
Labor is incorrect in its assertion that the 9,975 informal complaints
filed by reservists with DOD's Employer Support represent "inquiries"
and serve to unnecessarily inflate the total number of USERRA
complaints. We were very careful to request from DOD's Employer Support
only bona fide USERRA complaints, and not inquiries for information.
Upon receipt of the data, we again confirmed with DOD that the data
represented only valid USERRA complaints. Our draft report, both in the
narrative and a footnote, clearly stipulated that the 9,975 complaints
pertained only to complaints related to USERRA violations, and not
inquiries.
We are sending copies of this report to the Secretary of Defense; the
Secretary of Labor; the Attorney General; the Special Counsel; the
Secretaries of the Army, the Navy, and the Air Force; the Commandant of
the Marine Corps; the Chairman of the Joint Chiefs of staff; the
Director, Homeland Security; the Director, Office of Management and
Budget; and other interested congressional committees. We will also
make copies available to others upon request. In addition, the report
will be available at no charge on the GAO Web site at [Hyperlink,
http://www.gao.gov].
If you or your staff have any questions about this report, please
contact me at (202) 512-5559 or stewartd@gao.gov. Contact points for
our Offices of Congressional Relations and Public Affairs may be found
on the last page of this report. GAO staff who made major contributions
to this report are listed in appendix VII.
Sincerely yours,
Signed by:
Derek B. Stewart:
Director, Defense Capabilities and Management:
[End of section]
Appendix I: Scope and Methodology:
To assess the status of the Department of Defense's (DOD) efforts to
capture data on employers of reservists, we gathered and analyzed data
provided by the Office of the Assistant Secretary of Defense for
Reserve Affairs from DOD's civilian employer information database as of
August 2006. Specifically, we obtained employment-related data from the
civilian employment information file for about 758,000 selected
reservists, including categories such as those who were employed full
or part time, a student, a civilian volunteer, or not currently
employed. The approximately 70,000 reservists who were listed as Active
Guard and Reserve members were not included in the analysis. For
reservists who reported full-or part-time employment, we obtained and
analyzed information to identify reservists employed in private,
public, or education sector jobs. For private sector employment we
obtained and analyzed information on the type and size of business by
number of employees. We also obtained and analyzed data on the number
of reservists who reported self-employment and the business occupations
involved. We analyzed similar information to identify profiles of the
employers of reservists. To identify progress DOD had made in capturing
employer information, we reviewed agency policies, procedures, and
processes for reserve employment reporting, and obtained and analyzed
data on the percent of reporting compliance DOD and its reserve
components had achieved toward the established goals of 95 percent
employer reporting for members of the Selected Reserve and 75 percent
employer reporting for members of the Individual Ready Reserve and
Inactive National Guard. We also interviewed officials from the Office
of the Assistant Secretary of Defense for Reserve Affairs and Reserve
Components about employer reporting, data verification, and ongoing
initiatives. In addition, we interviewed members of reserve units about
their employer reporting during site visits.
To assess agencies' tracking and addressing of USERRA complaints,
including those related to disabilities incurred while on active duty,
we obtained information on all of the more than 16,000 total USERRA
complaints filed as informal complaints with DOD's Employer Support of
the Guard and Reserve and as formal complaints with the Department of
Labor's Veterans' Employment and Training Service, and the Office of
Special Counsel.[Footnote 44]
We obtained and reviewed the results of the Department of Labor's
Assistant Secretary for Veterans' Employment and Training Service
USERRA Annual Report to Congress for fiscal years 2004 and 2005. Our
testing indicated that the data used to produce the report would be
sufficiently reliable for our purposes. In addition, we also obtained
data on the number of informal complaints reported to DOD's Employer
Support between fiscal years 2004 and 2006 to determine the number and
types of complaints that were being filed by reservists. We also
analyzed data from the Department of Justice and the Office of Special
Counsel to determine the number and type of USERRA referrals that were
being handled by the agency. In addition, we reviewed data from the
Office of Special Counsel on the number and type of cases handled under
the demonstration project. We also followed up on our 2005 report to
determine whether the Secretary of Defense, the Secretary of Labor, the
Attorney General, and the Special Counsel developed procedures or
systems to allow the electronic transfer of information between
offices. In addition, to assess how efficiently and effectively DOD's
Employer Support, Department of Labor, Department of Justice, and
Office of Special Counsel addressed servicemember complaints, we
obtained and analyzed information about complaint-processing practices,
including applicable law, guidance, and operations manuals. We also
obtained and reviewed the memorandums of understanding between the
Department of Labor and DOD's Employer Support, the Department of
Justice, the Office of Special Counsel, and the Department of Veterans
Affairs. We discussed the agency data related to USERRA complaints and
methods used to collect these data with responsible agency officials
from the following offices:
* Department of Defense, Employer Support of the Guard and Reserve,
Arlington, Va;
* Department of Defense, Office of the Assistant Secretary of Defense
for Reserve Affairs, Arlington, Va;
* Defense Manpower Data Center, Arlington, Va. and Seaside, Calif;
* Department of Labor, Washington, D.C;
* Department of Labor, Veterans Employment and Training Service,
Regional Office in Atlanta, Ga;
* Department of Labor, Office of the Solicitor, Washington, D.C;
Regional Office in Atlanta, Ga;
* Department of Justice, Washington, D.C;
* Office of Special Counsel, Washington, D.C;
* U.S. Coast Guard Headquarters, Washington, D.C; and:
* Department of Veterans Affairs, Washington, D.C.
In addition, we also contacted the following commands to obtain
information on component-specific USERRA and disability-related surveys
and initiatives: U.S. Army Reserve Command, Fort McPherson, Ga;
and National Guard Bureau, Arlington, Va.
We obtained and analyzed similar information from these agencies for
the disability-related claims. Specifically, we imported data from the
Veterans' Employment and Training Service USERRA Information Management
System into an Access database and queried the data to look at the
number of formal disability-related complaints handled by the
Department of Labor between fiscal years 2004 and 2006. We also
obtained data on the number of informal disability-related complaints
reported to DOD's Employer Support between fiscal years 2004 and 2006.
In addition, we reviewed data on reservists wounded in action in Iraq
and Afghanistan from October 7, 2001, through October 14, 2006, and the
number of reservists classified as disabled by DOD between fiscal years
2003 and 2006. We also obtained information about the Army Wounded
Warrior Program.
We also discussed reserve employment issues with 8 of DOD's Employer
Support Ombudsmen from around the country. The 8 ombudsmen were
selected from a larger sample of 30 Ombudsmen drawn by DOD's Employer
Support based on our criteria, which included the Ombudsmen who had (1)
handled the most cases and/or (2) been ombudsman the longest, and (3)
are geographically dispersed. In addition, we held a total of 17 group
discussions with over 100 reservists, which were stratified to include
senior officers, junior officers, and senior enlisted and junior
enlisted members from units that were previously activated to discuss
their knowledge of USERRA and the rights it provides them, reporting of
employment information, and any USERRA issues they may have experienced
as a result of their activation. These discussions included members
from an Army National Guard unit, the 276th Engineering Battalion, at
A.P. Hill, Va; an Army Reserve unit, the 328th Combat Support Hospital,
at Ft. Douglas, Utah; an Air Force Reserve unit, the 446th Airlift
Wing, at McChord AFB, Wash; and a Marine Corps Reserve unit,
Headquarters Battery, 5th Battalion, 14th Regiment 4th Marine Division
at Seal Beach, Calif.
Also, we interviewed officials from the Army Emergency Relief
organization and the Air Force Aid Society on the type of assistance
provided to reservists awaiting resolution of a USERRA complaint. We
also contacted representatives from the following organizations to
obtain information on potential USERRA studies, and their views on
reserve USERRA issues, including those related to disabilities incurred
while on active duty:
* Veterans of Foreign Wars of the United States, Washington, D.C;
* Paralyzed Veterans of America, Washington, D.C;
* The American Legion, Washington, D.C;
* Vietnam Veterans of America, Silver Spring, Md;
* Reserve Officers Association, Washington, D.C; and:
* Military Officers Association of America, Alexandria, Va.
We assessed the reliability of reported reservist employer data from
DOD's civilian employment information database, and reserve USERRA
complaint data from DOD's Employer Support, Department of Labor's
Veterans' Employment and Training Service, Department of Justice, and
the Office of Special Counsel. We used a variety of methods to
accomplish this assessment including electronic testing of the
Department of Labor's USERRA data and interviewing officials regarding
their data quality protocols. As a result of this, we determined that
data from the Department of Justice and the Office of Special Counsel
were sufficiently reliable for our purposes. In addition, our limited
testing of the Department of Labor's data also showed that the data
were sufficiently reliable for purposes of this report. However, an
ongoing review within our agency continues to assess the Department of
Labor's USERRA data.
DOD's civilian employment information and DOD' Employer Support
databases were found to be of undeterminable reliability. The validity
of the employer data depends, on (1) the accuracy of the reservists'
entries and (2) the verification algorithm used by the private company
that DOD has an arrangement with for providing business-related
details. Some data entry checks occur at the Reserve unit level and at
the Defense Manpower Data Center. The private company's business name-
matching algorithm is multistepped and was not subject to our
evaluation. Data that are matched are assigned a confidence code of 1
to 10 with 7-10 considered as high confidence of the match, 5-6
considered as medium, and 4 considered as low and suggesting the
likelihood of inaccurate automated matching. Somewhat more than 9
percent of the matches fall into the last category, and almost 20
percent of the entries in the recently reported set of reservists found
no matches at all. In addition, small businesses in general such as
doctors, lawyers, accountants, and carpenters are far less likely to be
captured in the matching process. As such, we report the numbers from
the employer database for suggestive purposes, but they should not be
regarded as definitive.
For DOD's Employer Support data, we did not directly test the complaint
data, but the Oracle integrity constraints serve some data reliability
purposes. However, after data are entered there are no agency spot
checks, systematic reviews, or exception reports. As such, the
reliability of these data is undetermined and we use these data to
simply characterize the complaints and to suggest the ratios among
those complaints.
We conducted our work from April 2006 through December 2006 in
accordance with generally accepted government auditing standards.
[End of section]
Appendix II: Profiles on Reservists' Civilian Employment:
Tables 6 through 10 provide civilian employment details for
approximately 758,000 Selected Reservists, excluding the Active Guard
and Reserve. The data represent information reported by reservists from
the Department of Defense's (DOD) civilian employment database as of
August 2006. According to a DOD official, all employer information has
not been fully verified by DOD, however the data are the best
information available on reservists' civilian employment. Appendix III
provides information on the employers of reservists. Table 6 shows the
reservists' civilian employment status by full-time, part-time,
civilian volunteer, student, not employed, and unknown categories by
DOD total and by each reserve component.
Table 6: Reported Civilian Employment Status of Selected Reservists by
DOD and its Reserve Components:
Employment status: Full-time;
DOD total: 418,917;
Army National Guard: 150,928;
Army Reserve: 104,864;
Coast Guard Reserve: 3,392;
Air National Guard: 59,721;
Air Force Reserve: 47,298;
Marine Corps Reserve: 12,586;
Navy Reserve: 40,128.
Employment status: Part-time;
DOD total: 34,679;
Army National Guard: 15,226;
Army Reserve: 6,241;
Coast Guard Reserve: 238;
Air National Guard: 5,236;
Air Force Reserve: 2,973;
Marine Corps Reserve: 2,739;
Navy Reserve: 2,026.
Employment status: Civilian volunteer;
DOD total: 988;
Army National Guard: 334;
Army Reserve: 287;
Coast Guard Reserve: 10;
Air National Guard: 148;
Air Force Reserve: 148;
Marine Corps Reserve: 26;
Navy Reserve: 35.
Employment status: Student;
DOD total: 61,798;
Army National Guard: 33,717;
Army Reserve: 16,134;
Coast Guard Reserve: 347;
Air National Guard: 5,775;
Air Force Reserve: 2,944;
Marine Corps Reserve: 1,343;
Navy Reserve: 1,538.
Employment status: Not employed;
DOD total: 129,720;
Army National Guard: 75,218;
Army Reserve: 34,020;
Coast Guard Reserve: 1,913;
Air National Guard: 3,440;
Air Force Reserve: 4,535;
Marine Corps Reserve: 6,777;
Navy Reserve: 3,817.
Employment status: Unknown[ A];
DOD total: 112,080;
Army National Guard: 40,655;
Army Reserve: 13,355;
Coast Guard Reserve: 2,052;
Air National Guard: 17,986;
Air Force Reserve: 14,253;
Marine Corps Reserve: 13,804;
Navy Reserve: 9,975.
Employment status: Total;
DOD total: 758,182;
Army National Guard: 316,078;
Army Reserve: 174,901;
Coast Guard Reserve: 7,952;
Air National Guard: 92,306;
Air Force Reserve: 72,151;
Marine Corps Reserve: 37,275;
Navy Reserve: 57,519.
Source: DOD's Civilian Employment Information Database.
[A] Unknown includes cases where reservists have not filled out the
civilian employment information profile.
[End of table]
Table 7 shows the breakout for the 453,596 reservists reporting full-
time or part-time civilian employment by the sector they are employed
including private sector, state and local government, education, and
federal government for DOD and its reserve components. It also includes
information as unknown for those cases where a reservist has reported
employment information but either the information did not match with
verification checks or a standard industrial classification code was
missing.
Table 7: Selected Reservists Reporting Full-Time or Part-Time Civilian
Employment by Employment Sector for DOD and Its Reserve Components:
Employment sector: Private sector;
DOD total: 181,438;
Army National Guard: 63,866;
Army Reserve: 51,612;
Coast Guard Reserve: 1,120;
Air National Guard: 18,339;
Air Force Reserve: 18,226;
Marine Corps Reserve: 4,724;
Navy Reserve: 23,551.
Employment sector: State and local government;
DOD total: 48,794;
Army National Guard: 21,446;
Army Reserve: 11,229;
Coast Guard Reserve: 659;
Air National Guard: 6,323;
Air Force Reserve: 4,228;
Marine Corps Reserve: 797;
Navy Reserve: 4,112.
Employment sector: Education;
DOD total: 13,374;
Army National Guard: 4,169;
Army Reserve: 4,523;
Coast Guard Reserve: 123;
Air National Guard: 1,494;
Air Force Reserve: 1,285;
Marine Corps Reserve: 216;
Navy Reserve: 1,564.
Employment sector: Unknown[A];
DOD total: 108,125;
Army National Guard: 44,621;
Army Reserve: 26,192;
Coast Guard Reserve: 920;
Air National Guard: 11,511;
Air Force Reserve: 8,760;
Marine Corps Reserve: 8,770;
Navy Reserve: 7,351.
Employment sector: Federal government;
DOD total: 101,865;
Army National Guard: 32,052;
Army Reserve: 17,549;
Coast Guard Reserve: 808;
Air National Guard: 27,290;
Air Force Reserve: 17,772;
Marine Corps Reserve: 818;
Navy Reserve: 5,576.
Employment sector: Total;
DOD total: 453,596;
Army National Guard: 166,154;
Army Reserve: 111,105;
Coast Guard Reserve: 3,630;
Air National Guard: 64,957;
Air Force Reserve: 50,271;
Marine Corps Reserve: 15,325;
Navy Reserve: 42,154.
Source: DOD's Civilian Employment Information Database.
[A] Unknown includes cases where a match was not found, or the employer
match was found and the standard industrial classification code was
missing to identify the employment sector.
[End of table]
Table 8 shows the number of selected reservists who have reported full-
time or part-time civilian employment in the private sector by employer
size defined by its number of employees for DOD and each reserve
component. These data also include an unknown category where employer
information was partially verified but incomplete information was
available to determine company size.
Table 8: Number of Selected Reservists Reporting Full-Time or Part-Time
Private Civilian Employment by Employer Size for DOD and Its Reserve
Components:
Private employer size: 1-4;
DOD total: 29,071;
Army National Guard: 10,316;
Army Reserve: 9,301;
Coast Guard Reserve: 207;
Air National Guard: 2,480;
Air Force Reserve: 2,273;
Marine Corps Reserve: 809;
Navy Reserve: 3,685.
Private employer size: 5-9;
DOD total: 10,407;
Army National Guard: 3,845;
Army Reserve: 3,123;
Coast Guard Reserve: 75;
Air National Guard: 1,021;
Air Force Reserve: 774;
Marine Corps Reserve: 307;
Navy Reserve: 1,262.
Private employer size: 10-19;
DOD total: 10,347;
Army National Guard: 4,144;
Army Reserve: 2,840;
Coast Guard Reserve: 71;
Air National Guard: 948;
Air Force Reserve: 831;
Marine Corps Reserve: 287;
Navy Reserve: 1,226.
Private employer size: 20-49;
DOD total: 13,809;
Army National Guard: 5,393;
Army Reserve: 3,908;
Coast Guard Reserve: 91;
Air National Guard: 1,320;
Air Force Reserve: 1090;
Marine Corps Reserve: 381;
Navy Reserve: 1,626.
Private employer size: 50-99;
DOD total: 9,141;
Army National Guard: 3,559;
Army Reserve: 2,528;
Coast Guard Reserve: 44;
Air National Guard: 840;
Air Force Reserve: 792;
Marine Corps Reserve: 253;
Navy Reserve: 1,125.
Private employer size: 100-249;
DOD total: 10,189;
Army National Guard: 3,863;
Army Reserve: 2,805;
Coast Guard Reserve: 64;
Air National Guard: 988;
Air Force Reserve: 889;
Marine Corps Reserve: 271;
Navy Reserve: 1,309.
Private employer size: 250-499;
DOD total: 6,710;
Army National Guard: 2,558;
Army Reserve: 1,858;
Coast Guard Reserve: 40;
Air National Guard: 601;
Air Force Reserve: 629;
Marine Corps Reserve: 147;
Navy Reserve: 877.
Private employer size: 500-1,000;
DOD total: 6,474;
Army National Guard: 2,323;
Army Reserve: 1,881;
Coast Guard Reserve: 29;
Air National Guard: 663;
Air Force Reserve: 650;
Marine Corps Reserve: 144;
Navy Reserve: 784.
Private employer size: 1000-9999;
DOD total: 26,087;
Army National Guard: 8,487;
Army Reserve: 7,582;
Coast Guard Reserve: 158;
Air National Guard: 2,755;
Air Force Reserve: 2,982;
Marine Corps Reserve: 514;
Navy Reserve: 3,609.
Private employer size: 10,000-99,999;
DOD total: 33,764;
Army National Guard: 10,558;
Army Reserve: 9,004;
Coast Guard Reserve: 197;
Air National Guard: 3,916;
Air Force Reserve: 4,483;
Marine Corps Reserve: 836;
Navy Reserve: 4,770.
Private employer size: 100,000+;
DOD total: 19,917;
Army National Guard: 6,665;
Army Reserve: 5,275;
Coast Guard Reserve: 108;
Air National Guard: 2,284;
Air Force Reserve: 2,336;
Marine Corps Reserve: 630;
Navy Reserve: 2,619.
Private employer size: Unknown[ A];
DOD total: 5,522;
Army National Guard: 2,155;
Army Reserve: 1,507;
Coast Guard Reserve: 36;
Air National Guard: 523;
Air Force Reserve: 497;
Marine Corps Reserve: 145;
Navy Reserve: 659.
Private employer size: Total;
DOD total: 181,438;
Army National Guard: 63,866;
Army Reserve: 51,612;
Coast Guard Reserve: 1,120;
Air National Guard: 18,339;
Air Force Reserve: 18,226;
Marine Corps Reserve: 4,724;
Navy Reserve: 23,551.
Source: DOD's Civilian Employment Information Database.
[A] Unknown includes cases where there was incomplete information on
the company size.
[End of table]
Table 9 shows the 23,871 DOD reservists reporting self-employment by
the occupation groups in which they work. There are also some unknown
amounts in this chart for where incomplete information was available on
the business to determine the occupation of the self-employed
reservist.
Table 9: Number of Selected Reservists in DOD Reporting Self-Employment
by Occupation Code and Description:
Self-employed occupation code: 11;
Occupation group description: Management;
DOD total: 3,635.
Self-employed occupation code: 13;
Occupation group description: Business and financial operations;
DOD total: 1,474.
Self-employed occupation code: 15;
Occupation group description: Computer and mathematical;
DOD total: 649.
Self-employed occupation code: 17;
Occupation group description: Architecture and engineering;
DOD total: 617.
Self-employed occupation code: 19;
Occupation group description: Life, physical, and social science;
DOD total: 207.
Self-employed occupation code: 21;
Occupation group description: Community and social services;
DOD total: 564.
Self-employed occupation code: 23;
Occupation group description: Legal;
DOD total: 1,205.
Self-employed occupation code: 25;
Occupation group description: Education, training, and library;
DOD total: 450.
Self-employed occupation code: 27;
Occupation group description: Arts, design, entertainment, sports, and
media;
DOD total: 794.
Self-employed occupation code: 29;
Occupation group description: Healthcare practitioners and technical;
DOD total: 2,261.
Self-employed occupation code: 31;
Occupation group description: Healthcare support;
DOD total: 232.
Self-employed occupation code: 33;
Occupation group description: Protective service;
DOD total: 1,169.
Self-employed occupation code: 35;
Occupation group description: Food preparation and serving related;
DOD total: 269.
Self-employed occupation code: 37;
Occupation group description: Building and grounds cleaning and
maintenance;
DOD total: 466.
Self-employed occupation code: 39;
Occupation group description: Personal care and service;
DOD total: 454.
Self-employed occupation code: 41;
Occupation group description: Sales and related;
DOD total: 2,046.
Self-employed occupation code: 43;
Occupation group description: Office and administrative support;
DOD total: 463.
Self-employed occupation code: 45;
Occupation group description: Farming, fishing, and forestry;
DOD total: 446.
Self-employed occupation code: 47;
Occupation group description: Construction and extraction;
DOD total: 3,082.
Self-employed occupation code: 49;
Occupation group description: Installation, maintenance, and repair;
DOD total: 1,762.
Self-employed occupation code: 51;
Occupation group description: Production;
DOD total: 578.
Self-employed occupation code: 53;
Occupation group description: Transportation and material moving;
DOD total: 967.
Self-employed occupation code: Unknown[A];
Occupation group description: [Empty];
DOD total: 81.
Self-employed occupation code: Total;
Occupation group description: [Empty];
DOD total: 23,871.
Source: DOD's Civilian Employment Information Database.
[A] Unknown includes cases where there was incomplete information on
these businesses.
[End of table]
Table 10 provides details on the number of selected reservists in each
reserve component reporting self-employment by occupation code.
Table 10: Number of Selected Reservists in each Reserve Component
Reporting Self-Employment by Standard Occupation Code and Description:
Standard occupation code: 11;
Occupation group description: Management;
Army National Guard: 700;
Army Reserve: 1,312;
Coast Guard Reserve: 55;
Air National Guard: 314;
Air Force Reserve: 362;
Marine Corps Reserve: 65;
Navy Reserve: 827.
Standard occupation code: 13;
Occupation group description: Business and financial operations;
Army National Guard: 261;
Army Reserve: 699;
Coast Guard Reserve: 16;
Air National Guard: 126;
Air Force Reserve: 145;
Marine Corps Reserve: 64;
Navy Reserve: 163.
Standard occupation code: 15;
Occupation group description: Computer and mathematical;
Army National Guard: 130;
Army Reserve: 270;
Coast Guard Reserve: 1;
Air National Guard: 78;
Air Force Reserve: 70;
Marine Corps Reserve: 28;
Navy Reserve: 72.
Standard occupation code: 17;
Occupation group description: Architecture and engineering;
Army National Guard: 97;
Army Reserve: 258;
Coast Guard Reserve: 7;
Air National Guard: 54;
Air Force Reserve: 65;
Marine Corps Reserve: 17;
Navy Reserve: 119.
Standard occupation code: 19;
Occupation group description: Life, physical, and social science;
Army National Guard: 20;
Army Reserve: 131;
Coast Guard Reserve: 0;
Air National Guard: 16;
Air Force Reserve: 14;
Marine Corps Reserve: 7;
Navy Reserve: 19.
Standard occupation code: 21;
Occupation group description: Community and social services;
Army National Guard: 87;
Army Reserve: 283;
Coast Guard Reserve: 5;
Air National Guard: 61;
Air Force Reserve: 91;
Marine Corps Reserve: 4;
Navy Reserve: 33.
Standard occupation code: 23;
Occupation group description: Legal;
Army National Guard: 192;
Army Reserve: 736;
Coast Guard Reserve: 4;
Air National Guard: 63;
Air Force Reserve: 80;
Marine Corps Reserve: 39;
Navy Reserve: 91.
Standard occupation code: 25;
Occupation group description: Education, training, and library;
Army National Guard: 97;
Army Reserve: 220;
Coast Guard Reserve: 1;
Air National Guard: 56;
Air Force Reserve: 47;
Marine Corps Reserve: 9;
Navy Reserve: 20.
Standard occupation code: 27;
Occupation group description: Arts, design, entertainment, sports, and
media;
Army National Guard: 106;
Army Reserve: 488;
Coast Guard Reserve: 5;
Air National Guard: 71;
Air Force Reserve: 54;
Marine Corps Reserve: 26;
Navy Reserve: 44.
Standard occupation code: 29;
Occupation group description: Healthcare practitioners and technical;
Army National Guard: 245;
Army Reserve: 1,244;
Coast Guard Reserve: 2;
Air National Guard: 262;
Air Force Reserve: 322;
Marine Corps Reserve: 4;
Navy Reserve: 182.
Standard occupation code: 31;
Occupation group description: Healthcare support;
Army National Guard: 66;
Army Reserve: 83;
Coast Guard Reserve: 1;
Air National Guard: 30;
Air Force Reserve: 41;
Marine Corps Reserve: 5;
Navy Reserve: 6.
Standard occupation code: 33;
Occupation group description: Protective service;
Army National Guard: 470;
Army Reserve: 312;
Coast Guard Reserve: 7;
Air National Guard: 169;
Air Force Reserve: 139;
Marine Corps Reserve: 45;
Navy Reserve: 27.
Standard occupation code: 35;
Occupation group description: Food preparation and serving related;
Army National Guard: 95;
Army Reserve: 80;
Coast Guard Reserve: 2;
Air National Guard: 41;
Air Force Reserve: 30;
Marine Corps Reserve: 18;
Navy Reserve: 3.
Standard occupation code: 37;
Occupation group description: Building and grounds cleaning and
maintenance;
Army National Guard: 165;
Army Reserve: 196;
Coast Guard Reserve: 4;
Air National Guard: 44;
Air Force Reserve: 25;
Marine Corps Reserve: 22;
Navy Reserve: 10.
Standard occupation code: 39;
Occupation group description: Personal care and service;
Army National Guard: 79;
Army Reserve: 265;
Coast Guard Reserve: 1;
Air National Guard: 39;
Air Force Reserve: 53;
Marine Corps Reserve: 7;
Navy Reserve: 10.
Standard occupation code: 41;
Occupation group description: Sales and related;
Army National Guard: 442;
Army Reserve: 946;
Coast Guard Reserve: 6;
Air National Guard: 233;
Air Force Reserve: 243;
Marine Corps Reserve: 109;
Navy Reserve: 67.
Standard occupation code: 43;
Occupation group description: Office and administrative support;
Army National Guard: 114;
Army Reserve: 209;
Coast Guard Reserve: 2;
Air National Guard: 55;
Air Force Reserve: 55;
Marine Corps Reserve: 16;
Navy Reserve: 12.
Standard occupation code: 45;
Occupation group description: Farming, fishing, and forestry;
Army National Guard: 169;
Army Reserve: 155;
Coast Guard Reserve: 1;
Air National Guard: 45;
Air Force Reserve: 37;
Marine Corps Reserve: 27;
Navy Reserve: 12.
Standard occupation code: 47;
Occupation group description: Construction and extraction;
Army National Guard: 923;
Army Reserve: 1,505;
Coast Guard Reserve: 18;
Air National Guard: 224;
Air Force Reserve: 184;
Marine Corps Reserve: 155;
Navy Reserve: 73.
Standard occupation code: 49;
Occupation group description: Installation, maintenance, and repair;
Army National Guard: 582;
Army Reserve: 482;
Coast Guard Reserve: 8;
Air National Guard: 383;
Air Force Reserve: 217;
Marine Corps Reserve: 61;
Navy Reserve: 29.
Standard occupation code: 51;
Occupation group description: Production;
Army National Guard: 162;
Army Reserve: 251;
Coast Guard Reserve: 7;
Air National Guard: 71;
Air Force Reserve: 58;
Marine Corps Reserve: 16;
Navy Reserve: 13.
Standard occupation code: 53;
Occupation group description: Transportation and material moving;
Army National Guard: 335;
Army Reserve: 243;
Coast Guard Reserve: 6;
Air National Guard: 161;
Air Force Reserve: 163;
Marine Corps Reserve: 31;
Navy Reserve: 28.
Standard occupation code: Unknown[A];
Army National Guard: 4;
Army Reserve: 12;
Coast Guard Reserve: 1;
Air National Guard: 4;
Air Force Reserve: 0;
Marine Corps Reserve: 44;
Navy Reserve: 16.
Standard occupation code: Total;
Army National Guard: 5,541;
Army Reserve: 10,380;
Coast Guard Reserve: 160;
Air National Guard: 2,600;
Air Force Reserve: 2,495;
Marine Corps Reserve: 819;
Navy Reserve: 1,876.
Source: DOD's Civilian Employment Information Database.
[A] Unknown includes cases where there was incomplete information on
these businesses.
[End of table]
[End of section]
Appendix III: Profiles on Employers of Reservists:
Tables 11 through 16 provide details on the employers of reservists in
the Selected Reserve from Department of Defense's (DOD) civilian
employment information program. All employer data are as of August
2006. Although all employer information has not been fully verified by
DOD, it considers the data to be the best information available on
employers of reservists. The data represent unique employers of
reservists; thus a company that employs more than one reservist is
counted only once. Table 11 shows a breakout of the 113,478 civilian
employers of reservists employed full-time or part-time by federal and
nonfederal sectors for DOD and its reserve components. Information on
reservists' civilian employment is contained in appendix II.
Table 11: Reported Employers of Reservists by Employment Sector, for
DOD and Its Reserve Components:
All employers: Private sector;
DOD: 88,452;
Army National Guard: 36,912;
Army Reserve: 30,346;
Coast Guard Reserve: 983;
Air National Guard: 10,631;
Air Force Reserve: 10,040;
Marine Corps Reserve: 3,543;
Navy Reserve: 14,540.
All employers: State & local government;
DOD: 9,801;
Army National Guard: 4,597;
Army Reserve: 3,802;
Coast Guard Reserve: 385;
Air National Guard: 1,616;
Air Force Reserve: 1,413;
Marine Corps Reserve: 506;
Navy Reserve: 1,776.
All employers: Education;
DOD: 5,796;
Army National Guard: 2,516;
Army Reserve: 2,526;
Coast Guard Reserve: 116;
Air National Guard: 1,036;
Air Force Reserve: 860;
Marine Corps Reserve: 189;
Navy Reserve: 1,110.
All employers: Unknown[A];
DOD: 9,356;
Army National Guard: 7,695;
Army Reserve: 156;
Coast Guard Reserve: 7;
Air National Guard: 2,190;
Air Force Reserve: 1,289;
Marine Corps Reserve: 3;
Navy Reserve: 65.
All employers: Federal agencies;
DOD: 73;
Army National Guard: 47;
Army Reserve: 62;
Coast Guard Reserve: 25;
Air National Guard: 38;
Air Force Reserve: 48;
Marine Corps Reserve: 30;
Navy Reserve: 52.
All employers: Total;
DOD: 113,478;
Army National Guard: 51,767;
Army Reserve: 36,892;
Coast Guard Reserve: 1,516;
Air National Guard: 15,511;
Air Force Reserve: 13,650;
Marine Corps Reserve: 4,271;
Navy Reserve: 17,543.
Source: DOD's Civilian Employment Information Database.
[A] Unknown means that the reported employer information matched, but
no valid standard industrial classification code was available to
identify employment sector.
[End of table]
Table 12 shows the details for the 88,452 reported employers of
reservists in the private sector by employer size defined by number of
employees by DOD and each reserve component.
Table 12: Reported Private Employers of Reservists by Number of
Employees by DOD and Its Reserve Components:
Employer size by number of employees: 1-4;
DOD: 24,958;
Army National Guard: 9,166;
Army Reserve: 8,146;
Coast Guard Reserve: 203;
Air National Guard: 2,205;
Air Force Reserve: 2,107;
Marine Corps Reserve: 791;
Navy Reserve: 3,446.
Employer size by number of employees: 5-9;
DOD: 9,283;
Army National Guard: 3,554;
Army Reserve: 2,826;
Coast Guard Reserve: 73;
Air National Guard: 898;
Air Force Reserve: 728;
Marine Corps Reserve: 303;
Navy Reserve: 1,210.
Employer size by number of employees: 10-19;
DOD: 9,055;
Army National Guard: 3,628;
Army Reserve: 2,564;
Coast Guard Reserve: 68;
Air National Guard: 881;
Air Force Reserve: 785;
Marine Corps Reserve: 283;
Navy Reserve: 1,194.
Employer size by number of employees: 20-49;
DOD: 11,933;
Army National Guard: 4,891;
Army Reserve: 3,440;
Coast Guard Reserve: 91;
Air National Guard: 1,224;
Air Force Reserve: 1,015;
Marine Corps Reserve: 373;
Navy Reserve: 1,530.
Employer size by number of employees: 50-99;
DOD: 7,590;
Army National Guard: 3,120;
Army Reserve: 2,262;
Coast Guard Reserve: 42;
Air National Guard: 798;
Air Force Reserve: 723;
Marine Corps Reserve: 243;
Navy Reserve: 1,042.
Employer size by number of employees: 100-249;
DOD: 7,715;
Army National Guard: 3,241;
Army Reserve: 2,426;
Coast Guard Reserve: 63;
Air National Guard: 872;
Air Force Reserve: 824;
Marine Corps Reserve: 268;
Navy Reserve: 1,195.
Employer size by number of employees: 250-499;
DOD: 4,233;
Army National Guard: 1,932;
Army Reserve: 1,506;
Coast Guard Reserve: 39;
Air National Guard: 505;
Air Force Reserve: 538;
Marine Corps Reserve: 140;
Navy Reserve: 741.
Employer size by number of employees: 500-1,000;
DOD: 3,107;
Army National Guard: 1,463;
Army Reserve: 1,344;
Coast Guard Reserve: 30;
Air National Guard: 512;
Air Force Reserve: 509;
Marine Corps Reserve: 133;
Navy Reserve: 656.
Employer size by number of employees: 1000-9999;
DOD: 5,130;
Army National Guard: 3,118;
Army Reserve: 3,400;
Coast Guard Reserve: 144;
Air National Guard: 1,482;
Air Force Reserve: 1,572;
Marine Corps Reserve: 421;
Navy Reserve: 2,043.
Employer size by number of employees: 10,000-99,999;
DOD: 876;
Army National Guard: 733;
Army Reserve: 870;
Coast Guard Reserve: 148;
Air National Guard: 626;
Air Force Reserve: 643;
Marine Corps Reserve: 358;
Navy Reserve: 754.
Employer size by number of employees: 100,000+;
DOD: 67;
Army National Guard: 62;
Army Reserve: 74;
Coast Guard Reserve: 40;
Air National Guard: 61;
Air Force Reserve: 67;
Marine Corps Reserve: 68;
Navy Reserve: 76.
Employer size by number of employees: Unknown[A];
DOD: 4,505;
Army National Guard: 2,004;
Army Reserve: 1,488;
Coast Guard Reserve: 42;
Air National Guard: 567;
Air Force Reserve: 529;
Marine Corps Reserve: 162;
Navy Reserve: 653.
Employer size by number of employees: Total;
DOD: 88,452;
Army National Guard: 36,912;
Army Reserve: 30,346;
Coast Guard Reserve: 983;
Air National Guard: 10,631;
Air Force Reserve: 10,040;
Marine Corps Reserve: 3,543;
Navy Reserve: 14,540.
Source: DOD's Civilian Employment Information Database.
[A] Unknown means those cases where there was incomplete information on
the company size.
[End of table]
Table 13 shows the 88,452 private employers reported by DOD's
reservists by two-digit standard industrial classification code. In
this depiction, the most employers of reservists are in heath services,
business services, and special trade contractor areas.
Table 13: Reported Number of Private Employers of DOD's Reservists by
Two-Digit Standard Industrial Classification Code:
SIC: 01;
1987 U.S. Standard industrial classification (SIC) code description:
Agricultural production-crops;
Number of employers: 441.
SIC: 02;
1987 U.S. Standard industrial classification (SIC) code description:
Agricultural production-livestock;
Number of employers: 243.
SIC: 07;
1987 U.S. Standard industrial classification (SIC) code description:
Agricultural services;
Number of employers: 1,084.
SIC: 08;
1987 U.S. Standard industrial classification (SIC) code description:
Forestry;
Number of employers: 67.
SIC: 09;
1987 U.S. Standard industrial classification (SIC) code description:
Fishing, hunting, and trapping;
Number of employers: 15.
SIC: 10;
1987 U.S. Standard industrial classification (SIC) code description:
Metal mining;
Number of employers: 18.
SIC: 12;
1987 U.S. Standard industrial classification (SIC) code description:
Coal mining;
Number of employers: 38.
SIC: 13;
1987 U.S. Standard industrial classification (SIC) code description:
Oil and gas extraction;
Number of employers: 240.
SIC: 14;
1987 U.S. Standard industrial classification (SIC) code description:
Nonmetallic minerals, except fuels;
Number of employers: 92.
SIC: 15;
1987 U.S. Standard industrial classification (SIC) code description:
General building contractors;
Number of employers: 2,671.
SIC: 16;
1987 U.S. Standard industrial classification (SIC) code description:
Heavy construction contractors;
Number of employers: 887.
SIC: 17;
1987 U.S. Standard industrial classification (SIC) code description:
Special trade contractors;
Number of employers: 5,795.
SIC: 20;
1987 U.S. Standard industrial classification (SIC) code description:
Food and kindred products;
Number of employers: 609.
SIC: 21;
1987 U.S. Standard industrial classification (SIC) code description:
Tobacco manufactures;
Number of employers: 6.
SIC: 22;
1987 U.S. Standard industrial classification (SIC) code description:
Textile mill products;
Number of employers: 148.
SIC: 23;
1987 U.S. Standard industrial classification (SIC) code description:
Apparel and other textile products;
Number of employers: 152.
SIC: 24;
1987 U.S. Standard industrial classification (SIC) code description:
Lumber and wood products;
Number of employers: 623.
SIC: 25;
1987 U.S. Standard industrial classification (SIC) code description:
Furniture and fixtures;
Number of employers: 252.
SIC: 26;
1987 U.S. Standard industrial classification (SIC) code description:
Paper and allied products;
Number of employers: 259.
SIC: 27;
1987 U.S. Standard industrial classification (SIC) code description:
Printing and publishing;
Number of employers: 755.
SIC: 28;
1987 U.S. Standard industrial classification (SIC) code description:
Chemicals and allied products;
Number of employers: 491.
SIC: 29;
1987 U.S. Standard industrial classification (SIC) code description:
Petroleum and coal products;
Number of employers: 84.
SIC: 30;
1987 U.S. Standard industrial classification (SIC) code description:
Rubber and miscellaneous plastics products;
Number of employers: 538.
SIC: 31;
1987 U.S. Standard industrial classification (SIC) code description:
Leather and leather products;
Number of employers: 19.
SIC: 32;
1987 U.S. Standard industrial classification (SIC) code description:
Stone, clay, glass, and concrete products;
Number of employers: 429.
SIC: 33;
1987 U.S. Standard industrial classification (SIC) code description:
Primary metal industries;
Number of employers: 366.
SIC: 34;
1987 U.S. Standard industrial classification (SIC) code description:
Fabricated metal products;
Number of employers: 1,069.
SIC: 35;
1987 U.S. Standard industrial classification (SIC) code description:
Industrial machinery and equipment;
Number of employers: 1,422.
SIC: 36;
1987 U.S. Standard industrial classification (SIC) code description:
Electrical and electronic equipment;
Number of employers: 690.
SIC: 37;
1987 U.S. Standard industrial classification (SIC) code description:
Transportation equipment;
Number of employers: 626.
SIC: 38;
1987 U.S. Standard industrial classification (SIC) code description:
Instruments and related products;
Number of employers: 472.
SIC: 39;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous manufacturing industries;
Number of employers: 370.
SIC: 40;
1987 U.S. Standard industrial classification (SIC) code description:
Railroad transportation;
Number of employers: 86.
SIC: 41;
1987 U.S. Standard industrial classification (SIC) code description:
Local and interurban passenger transit;
Number of employers: 775.
SIC: 42;
1987 U.S. Standard industrial classification (SIC) code description:
Motor freight transportation and warehousing;
Number of employers: 1,767.
SIC: 43;
1987 U.S. Standard industrial classification (SIC) code description:
U.S. Postal Service;
Number of employers: 1.
SIC: 44;
1987 U.S. Standard industrial classification (SIC) code description:
Water transportation;
Number of employers: 165.
SIC: 45;
1987 U.S. Standard industrial classification (SIC) code description:
Transportation by air;
Number of employers: 503.
SIC: 46;
1987 U.S. Standard industrial classification (SIC) code description:
Pipelines, except natural gas;
Number of employers: 8.
SIC: 47;
1987 U.S. Standard industrial classification (SIC) code description:
Transportation services;
Number of employers: 610.
SIC: 48;
1987 U.S. Standard industrial classification (SIC) code description:
Communications;
Number of employers: 952.
SIC: 49;
1987 U.S. Standard industrial classification (SIC) code description:
Electric, gas, and sanitary services;
Number of employers: 790.
SIC: 50;
1987 U.S. Standard industrial classification (SIC) code description:
Wholesale trade--durable goods;
Number of employers: 3,713.
SIC: 51;
1987 U.S. Standard industrial classification (SIC) code description:
Wholesale trade--nondurable goods;
Number of employers: 1,675.
SIC: 52;
1987 U.S. Standard industrial classification (SIC) code description:
Building materials, hardware, garden supply, & mobile home;
Number of employers: 872.
SIC: 53;
1987 U.S. Standard industrial classification (SIC) code description:
General merchandise stores;
Number of employers: 252.
SIC: 54;
1987 U.S. Standard industrial classification (SIC) code description:
Food stores;
Number of employers: 1,303.
SIC: 55;
1987 U.S. Standard industrial classification (SIC) code description:
Automotive dealers and gasoline service stations;
Number of employers: 2,783.
SIC: 56;
1987 U.S. Standard industrial classification (SIC) code description:
Apparel and accessory stores;
Number of employers: 476.
SIC: 57;
1987 U.S. Standard industrial classification (SIC) code description:
Furniture, home furnishings and equipment stores;
Number of employers: 1,157.
SIC: 58;
1987 U.S. Standard industrial classification (SIC) code description:
Eating and drinking places;
Number of employers: 5,273.
SIC: 59;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous retail;
Number of employers: 2,701.
SIC: 60;
1987 U.S. Standard industrial classification (SIC) code description:
Depository institutions;
Number of employers: 1,052.
SIC: 61;
1987 U.S. Standard industrial classification (SIC) code description:
Nondepository credit institutions;
Number of employers: 643.
SIC: 62;
1987 U.S. Standard industrial classification (SIC) code description:
Security, commodity brokers, and services;
Number of employers: 323.
SIC: 63;
1987 U.S. Standard industrial classification (SIC) code description:
Insurance carriers;
Number of employers: 361.
SIC: 64;
1987 U.S. Standard industrial classification (SIC) code description:
Insurance agents, brokers, and service;
Number of employers: 1,036.
SIC: 65;
1987 U.S. Standard industrial classification (SIC) code description:
Real estate;
Number of employers: 2,287.
SIC: 67;
1987 U.S. Standard industrial classification (SIC) code description:
Holding and other investment offices;
Number of employers: 363.
SIC: 70;
1987 U.S. Standard industrial classification (SIC) code description:
Hotels, rooming houses, camps, and other lodging places;
Number of employers: 979.
SIC: 72;
1987 U.S. Standard industrial classification (SIC) code description:
Personal services;
Number of employers: 1,189.
SIC: 73;
1987 U.S. Standard industrial classification (SIC) code description:
Business services;
Number of employers: 7,456.
SIC: 75;
1987 U.S. Standard industrial classification (SIC) code description:
Automotive repair, services, and parking;
Number of employers: 1,773.
SIC: 76;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous repair services;
Number of employers: 839.
SIC: 78;
1987 U.S. Standard industrial classification (SIC) code description:
Motion pictures;
Number of employers: 251.
SIC: 79;
1987 U.S. Standard industrial classification (SIC) code description:
Amusement and recreational services;
Number of employers: 1,532.
SIC: 80;
1987 U.S. Standard industrial classification (SIC) code description:
Health services;
Number of employers: 8,569.
SIC: 81;
1987 U.S. Standard industrial classification (SIC) code description:
Legal services;
Number of employers: 1,736.
SIC: 82;
1987 U.S. Standard industrial classification (SIC) code description:
Educational services;
Number of employers: 0.
SIC: 83;
1987 U.S. Standard industrial classification (SIC) code description:
Social services;
Number of employers: 2,548.
SIC: 84;
1987 U.S. Standard industrial classification (SIC) code description:
Museums, art galleries, botanical & zoological gardens;
Number of employers: 122.
SIC: 86;
1987 U.S. Standard industrial classification (SIC) code description:
Membership organizations;
Number of employers: 2,941.
SIC: 87;
1987 U.S. Standard industrial classification (SIC) code description:
Engineering and management services;
Number of employers: 5,134.
SIC: 88;
1987 U.S. Standard industrial classification (SIC) code description:
Private households;
Number of employers: 0.
SIC: 89;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous services;
Number of employers: 485.
SIC: Total;
1987 U.S. Standard industrial classification (SIC) code description:
[Empty];
Number of employers: 88,452.
Source: DOD's Civilian Employment Information Database.
[End of table]
Table 14 shows the number of private employers reported by reservists
by two-digit standard industrial classification code by reserve
component.
Table 14: Reported Number of Private Employers of Reservists by Two-
Digit Standard Industrial Classification Code by Reserve Component:
SIC: 01;
1987 U.S. Standard industrial classification code (SIC) description:
Agricultural production-crops;
Army National Guard: 237;
Army Reserve: 117;
Coast Guard Reserve: 5;
Air National Guard: 38;
Air Force Reserve: 18;
Marine Corps Reserve: 7;
Navy Reserve: 32.
SIC: 02;
1987 U.S. Standard industrial classification code (SIC) description:
Agricultural production-livestock;
Army National Guard: 148;
Army Reserve: 58;
Coast Guard Reserve: 0;
Air National Guard: 11;
Air Force Reserve: 16;
Marine Corps Reserve: 5;
Navy Reserve: 20.
SIC: 07;
1987 U.S. Standard industrial classification code (SIC) description:
Agricultural services;
Army National Guard: 465;
Army Reserve: 343;
Coast Guard Reserve: 11;
Air National Guard: 95;
Air Force Reserve: 73;
Marine Corps Reserve: 40;
Navy Reserve: 103.
SIC: 08;
1987 U.S. Standard industrial classification code (SIC) description:
Forestry;
Army National Guard: 32;
Army Reserve: 16;
Coast Guard Reserve: 3;
Air National Guard: 8;
Air Force Reserve: 5;
Marine Corps Reserve: 1;
Navy Reserve: 8.
SIC: 09;
1987 U.S. Standard industrial classification code (SIC) description:
Fishing, hunting, and trapping;
Army National Guard: 9;
Army Reserve: 2;
Coast Guard Reserve: 0;
Air National Guard: 1;
Air Force Reserve: 0;
Marine Corps Reserve: 1;
Navy Reserve: 2.
SIC: 10;
1987 U.S. Standard industrial classification code (SIC) description:
Metal mining;
Army National Guard: 14;
Army Reserve: 4;
Coast Guard Reserve: 0;
Air National Guard: 5;
Air Force Reserve: 1;
Marine Corps Reserve: 1;
Navy Reserve: 4.
SIC: 12;
1987 U.S. Standard industrial classification code (SIC) description:
Coal mining;
Army National Guard: 23;
Army Reserve: 15;
Coast Guard Reserve: 0;
Air National Guard: 7;
Air Force Reserve: 3;
Marine Corps Reserve: 1;
Navy Reserve: 1.
SIC: 13;
1987 U.S. Standard industrial classification code (SIC) description:
Oil and gas extraction;
Army National Guard: 145;
Army Reserve: 72;
Coast Guard Reserve: 2;
Air National Guard: 24;
Air Force Reserve: 18;
Marine Corps Reserve: 21;
Navy Reserve: 28.
SIC: 14;
1987 U.S. Standard industrial classification code (SIC) description:
Nonmetallic minerals, except fuels;
Army National Guard: 52;
Army Reserve: 29;
Coast Guard Reserve: 0;
Air National Guard: 9;
Air Force Reserve: 11;
Marine Corps Reserve: 1;
Navy Reserve: 9.
SIC: 15;
1987 U.S. Standard industrial classification code (SIC) description:
General building contractors;
Army National Guard: 1,174;
Army Reserve: 801;
Coast Guard Reserve: 24;
Air National Guard: 248;
Air Force Reserve: 153;
Marine Corps Reserve: 116;
Navy Reserve: 340.
SIC: 16;
1987 U.S. Standard industrial classification code (SIC) description:
Heavy construction contractors;
Army National Guard: 480;
Army Reserve: 221;
Coast Guard Reserve: 6;
Air National Guard: 81;
Air Force Reserve: 88;
Marine Corps Reserve: 31;
Navy Reserve: 114.
SIC: 17;
1987 U.S. Standard industrial classification code (SIC) description:
Special trade contractors;
Army National Guard: 2,617;
Army Reserve: 1588;
Coast Guard Reserve: 54;
Air National Guard: 556;
Air Force Reserve: 375;
Marine Corps Reserve: 228;
Navy Reserve: 756.
SIC: 20;
1987 U.S. Standard industrial classification code (SIC) description:
Food and kindred products;
Army National Guard: 322;
Army Reserve: 241;
Coast Guard Reserve: 3;
Air National Guard: 98;
Air Force Reserve: 70;
Marine Corps Reserve: 38;
Navy Reserve: 117.
SIC: 21;
1987 U.S. Standard industrial classification code (SIC) description:
Tobacco manufactures;
Army National Guard: 3;
Army Reserve: 5;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 2;
Marine Corps Reserve: 0;
Navy Reserve: 1.
SIC: 22;
1987 U.S. Standard industrial classification code (SIC) description:
Textile mill products;
Army National Guard: 91;
Army Reserve: 52;
Coast Guard Reserve: 1;
Air National Guard: 17;
Air Force Reserve: 10;
Marine Corps Reserve: 5;
Navy Reserve: 23.
SIC: 23;
1987 U.S. Standard industrial classification code (SIC) description:
Apparel and other textile products;
Army National Guard: 63;
Army Reserve: 54;
Coast Guard Reserve: 0;
Air National Guard: 13;
Air Force Reserve: 17;
Marine Corps Reserve: 6;
Navy Reserve: 25.
SIC: 24;
1987 U.S. Standard industrial classification code (SIC) description:
Lumber and wood products;
Army National Guard: 383;
Army Reserve: 179;
Coast Guard Reserve: 5;
Air National Guard: 46;
Air Force Reserve: 44;
Marine Corps Reserve: 14;
Navy Reserve: 71.
SIC: 25;
1987 U.S. Standard industrial classification code (SIC) description:
Furniture and fixtures;
Army National Guard: 137;
Army Reserve: 83;
Coast Guard Reserve: 3;
Air National Guard: 33;
Air Force Reserve: 27;
Marine Corps Reserve: 10;
Navy Reserve: 37.
SIC: 26;
1987 U.S. Standard industrial classification code (SIC) description:
Paper and allied products;
Army National Guard: 140;
Army Reserve: 109;
Coast Guard Reserve: 4;
Air National Guard: 37;
Air Force Reserve: 38;
Marine Corps Reserve: 14;
Navy Reserve: 51.
SIC: 27;
1987 U.S. Standard industrial classification code (SIC) description:
Printing and publishing;
Army National Guard: 321;
Army Reserve: 271;
Coast Guard Reserve: 9;
Air National Guard: 78;
Air Force Reserve: 86;
Marine Corps Reserve: 27;
Navy Reserve: 149.
SIC: 28;
1987 U.S. Standard industrial classification code (SIC) description:
Chemicals and allied products;
Army National Guard: 246;
Army Reserve: 204;
Coast Guard Reserve: 14;
Air National Guard: 96;
Air Force Reserve: 93;
Marine Corps Reserve: 29;
Navy Reserve: 138.
SIC: 29;
1987 U.S. Standard industrial classification code (SIC) description:
Petroleum and coal products;
Army National Guard: 29;
Army Reserve: 33;
Coast Guard Reserve: 0;
Air National Guard: 17;
Air Force Reserve: 16;
Marine Corps Reserve: 3;
Navy Reserve: 21.
SIC: 30;
1987 U.S. Standard industrial classification code (SIC) description:
Rubber and miscellaneous plastics products;
Army National Guard: 304;
Army Reserve: 208;
Coast Guard Reserve: 3;
Air National Guard: 68;
Air Force Reserve: 58;
Marine Corps Reserve: 18;
Navy Reserve: 75.
SIC: 31;
1987 U.S. Standard industrial classification code (SIC) description:
Leather and leather products;
Army National Guard: 9;
Army Reserve: 7;
Coast Guard Reserve: 0;
Air National Guard: 2;
Air Force Reserve: 1;
Marine Corps Reserve: 2;
Navy Reserve: 5.
SIC: 32;
1987 U.S. Standard industrial classification code (SIC) description:
Stone, clay, glass, and concrete products;
Army National Guard: 232;
Army Reserve: 154;
Coast Guard Reserve: 6;
Air National Guard: 47;
Air Force Reserve: 33;
Marine Corps Reserve: 15;
Navy Reserve: 64.
SIC: 33;
1987 U.S. Standard industrial classification code (SIC) description:
Primary metal industries;
Army National Guard: 212;
Army Reserve: 151;
Coast Guard Reserve: 3;
Air National Guard: 43;
Air Force Reserve: 47;
Marine Corps Reserve: 17;
Navy Reserve: 83.
SIC: 34;
1987 U.S. Standard industrial classification code (SIC) description:
Fabricated metal products;
Army National Guard: 566;
Army Reserve: 355;
Coast Guard Reserve: 5;
Air National Guard: 131;
Air Force Reserve: 90;
Marine Corps Reserve: 49;
Navy Reserve: 171.
SIC: 35;
1987 U.S. Standard industrial classification code (SIC) description:
Industrial machinery and equipment;
Army National Guard: 670;
Army Reserve: 441;
Coast Guard Reserve: 19;
Air National Guard: 206;
Air Force Reserve: 177;
Marine Corps Reserve: 64;
Navy Reserve: 285.
SIC: 36;
1987 U.S. Standard industrial classification code (SIC) description:
Electrical and electronic equipment;
Army National Guard: 271;
Army Reserve: 259;
Coast Guard Reserve: 11;
Air National Guard: 133;
Air Force Reserve: 127;
Marine Corps Reserve: 41;
Navy Reserve: 213.
SIC: 37;
1987 U.S. Standard industrial classification code (SIC) description:
Transportation equipment;
Army National Guard: 360;
Army Reserve: 227;
Coast Guard Reserve: 18;
Air National Guard: 109;
Air Force Reserve: 112;
Marine Corps Reserve: 34;
Navy Reserve: 135.
SIC: 38;
1987 U.S. Standard industrial classification code (SIC) description:
Instruments and related products;
Army National Guard: 168;
Army Reserve: 161;
Coast Guard Reserve: 9;
Air National Guard: 85;
Air Force Reserve: 110;
Marine Corps Reserve: 33;
Navy Reserve: 141.
SIC: 39;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous manufacturing industries;
Army National Guard: 157;
Army Reserve: 118;
Coast Guard Reserve: 2;
Air National Guard: 37;
Air Force Reserve: 40;
Marine Corps Reserve: 15;
Navy Reserve: 58.
SIC: 40;
1987 U.S. Standard industrial classification code (SIC) description:
Railroad transportation;
Army National Guard: 46;
Army Reserve: 31;
Coast Guard Reserve: 2;
Air National Guard: 20;
Air Force Reserve: 11;
Marine Corps Reserve: 6;
Navy Reserve: 15.
SIC: 41;
1987 U.S. Standard industrial classification code (SIC) description:
Local and interurban passenger transit;
Army National Guard: 347;
Army Reserve: 258;
Coast Guard Reserve: 21;
Air National Guard: 105;
Air Force Reserve: 119;
Marine Corps Reserve: 21;
Navy Reserve: 160.
SIC: 42;
1987 U.S. Standard industrial classification code (SIC) description:
Motor freight transportation and warehousing;
Army National Guard: 921;
Army Reserve: 622;
Coast Guard Reserve: 11;
Air National Guard: 172;
Air Force Reserve: 168;
Marine Corps Reserve: 68;
Navy Reserve: 255.
SIC: 43;
1987 U.S. Standard industrial classification code (SIC) description:
U.S. Postal Service;
Army National Guard: 1;
Army Reserve: 1;
Coast Guard Reserve: 2;
Air National Guard: 1;
Air Force Reserve: 1;
Marine Corps Reserve: 1;
Navy Reserve: 1.
SIC: 44;
1987 U.S. Standard industrial classification code (SIC) description:
Water transportation;
Army National Guard: 67;
Army Reserve: 46;
Coast Guard Reserve: 28;
Air National Guard: 17;
Air Force Reserve: 13;
Marine Corps Reserve: 7;
Navy Reserve: 45.
SIC: 45;
1987 U.S. Standard industrial classification code (SIC) description:
Transportation by air;
Army National Guard: 180;
Army Reserve: 121;
Coast Guard Reserve: 12;
Air National Guard: 176;
Air Force Reserve: 167;
Marine Corps Reserve: 40;
Navy Reserve: 150.
SIC: 46;
1987 U.S. Standard industrial classification code (SIC) description:
Pipelines, except natural gas;
Army National Guard: 6;
Army Reserve: 4;
Coast Guard Reserve: 1;
Air National Guard: 3;
Air Force Reserve: 2;
Marine Corps Reserve: 1;
Navy Reserve: 2.
SIC: 47;
1987 U.S. Standard industrial classification code (SIC) description:
Transportation services;
Army National Guard: 232;
Army Reserve: 227;
Coast Guard Reserve: 4;
Air National Guard: 86;
Air Force Reserve: 73;
Marine Corps Reserve: 16;
Navy Reserve: 97.
SIC: 48;
1987 U.S. Standard industrial classification code (SIC) description:
Communications;
Army National Guard: 320;
Army Reserve: 326;
Coast Guard Reserve: 16;
Air National Guard: 214;
Air Force Reserve: 133;
Marine Corps Reserve: 67;
Navy Reserve: 215.
SIC: 49;
1987 U.S. Standard industrial classification code (SIC) description:
Electric, gas, and sanitary services;
Army National Guard: 399;
Army Reserve: 293;
Coast Guard Reserve: 21;
Air National Guard: 165;
Air Force Reserve: 128;
Marine Corps Reserve: 33;
Navy Reserve: 220.
SIC: 50;
1987 U.S. Standard industrial classification code (SIC) description:
Wholesale trade--durable goods;
Army National Guard: 1,534;
Army Reserve: 1123;
Coast Guard Reserve: 32;
Air National Guard: 504;
Air Force Reserve: 397;
Marine Corps Reserve: 190;
Navy Reserve: 641.
SIC: 51;
1987 U.S. Standard industrial classification code (SIC) description:
Wholesale trade--nondurable goods;
Army National Guard: 777;
Army Reserve: 569;
Coast Guard Reserve: 17;
Air National Guard: 172;
Air Force Reserve: 151;
Marine Corps Reserve: 80;
Navy Reserve: 279.
SIC: 52;
1987 U.S. Standard industrial classification code (SIC) description:
Building materials, hardware, garden supply, & mobile home;
Army National Guard: 473;
Army Reserve: 216;
Coast Guard Reserve: 10;
Air National Guard: 78;
Air Force Reserve: 53;
Marine Corps Reserve: 41;
Navy Reserve: 87.
SIC: 53;
1987 U.S. Standard industrial classification code (SIC) description:
General merchandise stores;
Army National Guard: 128;
Army Reserve: 91;
Coast Guard Reserve: 7;
Air National Guard: 48;
Air Force Reserve: 40;
Marine Corps Reserve: 23;
Navy Reserve: 44.
SIC: 54;
1987 U.S. Standard industrial classification code (SIC) description:
Food stores;
Army National Guard: 726;
Army Reserve: 436;
Coast Guard Reserve: 8;
Air National Guard: 119;
Air Force Reserve: 107;
Marine Corps Reserve: 65;
Navy Reserve: 127.
SIC: 55;
1987 U.S. Standard industrial classification code (SIC) description:
Automotive dealers and gasoline service stations;
Army National Guard: 1,372;
Army Reserve: 827;
Coast Guard Reserve: 38;
Air National Guard: 270;
Air Force Reserve: 201;
Marine Corps Reserve: 130;
Navy Reserve: 297.
SIC: 56;
1987 U.S. Standard industrial classification code (SIC) description:
Apparel and accessory stores;
Army National Guard: 203;
Army Reserve: 207;
Coast Guard Reserve: 5;
Air National Guard: 57;
Air Force Reserve: 71;
Marine Corps Reserve: 40;
Navy Reserve: 72.
SIC: 57;
1987 U.S. Standard industrial classification code (SIC) description:
Furniture, home furnishings and equipment stores;
Army National Guard: 501;
Army Reserve: 391;
Coast Guard Reserve: 11;
Air National Guard: 119;
Air Force Reserve: 92;
Marine Corps Reserve: 61;
Navy Reserve: 150.
SIC: 58;
1987 U.S. Standard industrial classification code (SIC) description:
Eating and drinking places;
Army National Guard: 2,901;
Army Reserve: 1,723;
Coast Guard Reserve: 28;
Air National Guard: 429;
Air Force Reserve: 294;
Marine Corps Reserve: 223;
Navy Reserve: 366.
SIC: 59;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous retail;
Army National Guard: 1113;
Army Reserve: 919;
Coast Guard Reserve: 21;
Air National Guard: 305;
Air Force Reserve: 296;
Marine Corps Reserve: 134;
Navy Reserve: 395.
SIC: 60;
1987 U.S. Standard industrial classification code (SIC) description:
Depository institutions;
Army National Guard: 414;
Army Reserve: 398;
Coast Guard Reserve: 22;
Air National Guard: 185;
Air Force Reserve: 155;
Marine Corps Reserve: 46;
Navy Reserve: 213.
SIC: 61;
1987 U.S. Standard industrial classification code (SIC) description:
Nondepository credit institutions;
Army National Guard: 216;
Army Reserve: 229;
Coast Guard Reserve: 12;
Air National Guard: 84;
Air Force Reserve: 69;
Marine Corps Reserve: 37;
Navy Reserve: 122.
SIC: 62;
1987 U.S. Standard industrial classification code (SIC) description:
Security, commodity brokers, and services;
Army National Guard: 107;
Army Reserve: 122;
Coast Guard Reserve: 7;
Air National Guard: 49;
Air Force Reserve: 51;
Marine Corps Reserve: 20;
Navy Reserve: 88.
SIC: 63;
1987 U.S. Standard industrial classification code (SIC) description:
Insurance carriers;
Army National Guard: 149;
Army Reserve: 174;
Coast Guard Reserve: 13;
Air National Guard: 82;
Air Force Reserve: 86;
Marine Corps Reserve: 16;
Navy Reserve: 107.
SIC: 64;
1987 U.S. Standard industrial classification code (SIC) description:
Insurance agents, brokers, and service;
Army National Guard: 326;
Army Reserve: 393;
Coast Guard Reserve: 6;
Air National Guard: 121;
Air Force Reserve: 118;
Marine Corps Reserve: 38;
Navy Reserve: 170.
SIC: 65;
1987 U.S. Standard industrial classification code (SIC) description:
Real estate;
Army National Guard: 780;
Army Reserve: 759;
Coast Guard Reserve: 29;
Air National Guard: 232;
Air Force Reserve: 214;
Marine Corps Reserve: 73;
Navy Reserve: 390.
SIC: 67;
1987 U.S. Standard industrial classification code (SIC) description:
Holding and other investment offices;
Army National Guard: 118;
Army Reserve: 109;
Coast Guard Reserve: 4;
Air National Guard: 51;
Air Force Reserve: 47;
Marine Corps Reserve: 16;
Navy Reserve: 68.
SIC: 70;
1987 U.S. Standard industrial classification code (SIC) description:
Hotels, rooming houses, camps, and other lodging places;
Army National Guard: 468;
Army Reserve: 323;
Coast Guard Reserve: 11;
Air National Guard: 112;
Air Force Reserve: 106;
Marine Corps Reserve: 49;
Navy Reserve: 127.
SIC: 72;
1987 U.S. Standard industrial classification code (SIC) description:
Personal services;
Army National Guard: 466;
Army Reserve: 418;
Coast Guard Reserve: 7;
Air National Guard: 113;
Air Force Reserve: 97;
Marine Corps Reserve: 34;
Navy Reserve: 148.
SIC: 73;
1987 U.S. Standard industrial classification code (SIC) description:
Business services;
Army National Guard: 2,758;
Army Reserve: 2,642;
Coast Guard Reserve: 87;
Air National Guard: 879;
Air Force Reserve: 963;
Marine Corps Reserve: 340;
Navy Reserve: 1,399.
SIC: 75;
1987 U.S. Standard industrial classification code (SIC) description:
Automotive repair, services, and parking;
Army National Guard: 854;
Army Reserve: 513;
Coast Guard Reserve: 18;
Air National Guard: 142;
Air Force Reserve: 113;
Marine Corps Reserve: 87;
Navy Reserve: 198.
SIC: 76;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous repair services;
Army National Guard: 339;
Army Reserve: 240;
Coast Guard Reserve: 7;
Air National Guard: 103;
Air Force Reserve: 75;
Marine Corps Reserve: 34;
Navy Reserve: 140.
SIC: 78;
1987 U.S. Standard industrial classification code (SIC) description:
Motion pictures;
Army National Guard: 108;
Army Reserve: 83;
Coast Guard Reserve: 8;
Air National Guard: 35;
Air Force Reserve: 24;
Marine Corps Reserve: 20;
Navy Reserve: 35.
SIC: 79;
1987 U.S. Standard industrial classification code (SIC) description:
Amusement and recreational services;
Army National Guard: 701;
Army Reserve: 499;
Coast Guard Reserve: 19;
Air National Guard: 149;
Air Force Reserve: 145;
Marine Corps Reserve: 86;
Navy Reserve: 183.
SIC: 80;
1987 U.S. Standard industrial classification code (SIC) description:
Health services;
Army National Guard: 2,538;
Army Reserve: 3,773;
Coast Guard Reserve: 57;
Air National Guard: 1,210;
Air Force Reserve: 1,597;
Marine Corps Reserve: 92;
Navy Reserve: 1,830.
SIC: 81;
1987 U.S. Standard industrial classification code (SIC) description:
Legal services;
Army National Guard: 409;
Army Reserve: 752;
Coast Guard Reserve: 22;
Air National Guard: 141;
Air Force Reserve: 161;
Marine Corps Reserve: 60;
Navy Reserve: 338.
SIC: 82;
1987 U.S. Standard industrial classification code (SIC) description:
Educational services;
Army National Guard: 0;
Army Reserve: 0;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 83;
1987 U.S. Standard industrial classification code (SIC) description:
Social services;
Army National Guard: 990;
Army Reserve: 947;
Coast Guard Reserve: 27;
Air National Guard: 276;
Air Force Reserve: 294;
Marine Corps Reserve: 46;
Navy Reserve: 349.
SIC: 84;
1987 U.S. Standard industrial classification code (SIC) description:
Museums, art galleries, botanical & zoological gardens;
Army National Guard: 43;
Army Reserve: 45;
Coast Guard Reserve: 4;
Air National Guard: 11;
Air Force Reserve: 14;
Marine Corps Reserve: 2;
Navy Reserve: 15.
SIC: 86;
1987 U.S. Standard industrial classification code (SIC) description:
Membership organizations;
Army National Guard: 999;
Army Reserve: 939;
Coast Guard Reserve: 35;
Air National Guard: 407;
Air Force Reserve: 399;
Marine Corps Reserve: 57;
Navy Reserve: 473.
SIC: 87;
1987 U.S. Standard industrial classification code (SIC) description:
Engineering and management services;
Army National Guard: 1,625;
Army Reserve: 1821;
Coast Guard Reserve: 69;
Air National Guard: 756;
Air Force Reserve: 799;
Marine Corps Reserve: 236;
Navy Reserve: 1,170.
SIC: 88;
1987 U.S. Standard industrial classification code (SIC) description:
Private households;
Army National Guard: 0;
Army Reserve: 0;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 89;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous services;
Army National Guard: 177;
Army Reserve: 158;
Coast Guard Reserve: 4;
Air National Guard: 54;
Air Force Reserve: 37;
Marine Corps Reserve: 20;
Navy Reserve: 79.
Total;
Army National Guard: 36,912;
Army Reserve: 30,346;
Coast Guard Reserve: 983;
Air National Guard: 10,631;
Air Force Reserve: 10,040;
Marine Corps Reserve: 3,543;
Navy Reserve: 14,540.
Source: DOD's Civilian Employment Information Database.
[End of table]
Table 15 shows the number of small private employers (with less than 50
employees) reported by DOD's reservists by two-digit standard
industrial classification code.
Table 15: Industries of Reported Small (Less than 50 Employees) Private
Employers of DOD's Reservists, by Two-Digit Standard Industrial
Classification Code:
SIC: 01;
1987 U.S. Standard industrial classification (SIC) code description:
Agricultural production-crops;
Number of employers: 389.
SIC: 02;
1987 U.S. Standard industrial classification (SIC) code description:
Agricultural production-livestock;
Number of employers: 205.
SIC: 07;
1987 U.S. Standard industrial classification (SIC) code description:
Agricultural services;
Number of employers: 983.
SIC: 08;
1987 U.S. Standard industrial classification (SIC) code description:
Forestry;
Number of employers: 48.
SIC: 09;
1987 U.S. Standard industrial classification (SIC) code description:
Fishing, hunting, and trapping;
Number of employers: 13.
SIC: 10;
1987 U.S. Standard industrial classification (SIC) code description:
Metal mining;
Number of employers: 7.
SIC: 12;
1987 U.S. Standard industrial classification (SIC) code description:
Coal mining;
Number of employers: 8.
SIC: 13;
1987 U.S. Standard industrial classification (SIC) code description:
Oil and gas extraction;
Number of employers: 122.
SIC: 14;
1987 U.S. Standard industrial classification (SIC) code description:
Nonmetallic minerals, except fuels;
Number of employers: 34.
SIC: 15;
1987 U.S. Standard industrial classification (SIC) code description:
General building contractors;
Number of employers: 2,134.
SIC: 16;
1987 U.S. Standard industrial classification (SIC) code description:
Heavy construction contractors;
Number of employers: 457.
SIC: 17;
1987 U.S. Standard industrial classification (SIC) code description:
Special trade contractors;
Number of employers: 4,396.
SIC: 20;
1987 U.S. Standard industrial classification (SIC) code description:
Food and kindred products;
Number of employers: 136.
SIC: 21;
1987 U.S. Standard industrial classification (SIC) code description:
Tobacco manufactures;
Number of employers: 0.
SIC: 22;
1987 U.S. Standard industrial classification (SIC) code description:
Textile mill products;
Number of employers: 33.
SIC: 23;
1987 U.S. Standard industrial classification (SIC) code description:
Apparel and other textile products;
Number of employers: 70.
SIC: 24;
1987 U.S. Standard industrial classification (SIC) code description:
Lumber and wood products;
Number of employers: 276.
SIC: 25;
1987 U.S. Standard industrial classification (SIC) code description:
Furniture and fixtures;
Number of employers: 90.
SIC: 26;
1987 U.S. Standard industrial classification (SIC) code description:
Paper and allied products;
Number of employers: 51.
SIC: 27;
1987 U.S. Standard industrial classification (SIC) code description:
Printing and publishing;
Number of employers: 347.
SIC: 28;
1987 U.S. Standard industrial classification (SIC) code description:
Chemicals and allied products;
Number of employers: 100.
SIC: 29;
1987 U.S. Standard industrial classification (SIC) code description:
Petroleum and coal products;
Number of employers: 23.
SIC: 30;
1987 U.S. Standard industrial classification (SIC) code description:
Rubber and miscellaneous plastics products;
Number of employers: 115.
SIC: 31;
1987 U.S. Standard industrial classification (SIC) code description:
Leather and leather products;
Number of employers: 7.
SIC: 32;
1987 U.S. Standard industrial classification (SIC) code description:
Stone, clay, glass, and concrete products;
Number of employers: 130.
SIC: 33;
1987 U.S. Standard industrial classification (SIC) code description:
Primary metal industries;
Number of employers: 76.
SIC: 34;
1987 U.S. Standard industrial classification (SIC) code description:
Fabricated metal products;
Number of employers: 334.
SIC: 35;
1987 U.S. Standard industrial classification (SIC) code description:
Industrial machinery and equipment;
Number of employers: 565.
SIC: 36;
1987 U.S. Standard industrial classification (SIC) code description:
Electrical and electronic equipment;
Number of employers: 197.
SIC: 37;
1987 U.S. Standard industrial classification (SIC) code description:
Transportation equipment;
Number of employers: 145.
SIC: 38;
1987 U.S. Standard industrial classification (SIC) code description:
Instruments and related products;
Number of employers: 155.
SIC: 39;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous manufacturing industries;
Number of employers: 231.
SIC: 40;
1987 U.S. Standard industrial classification (SIC) code description:
Railroad transportation;
Number of employers: 29.
SIC: 41;
1987 U.S. Standard industrial classification (SIC) code description:
Local and interurban passenger transit;
Number of employers: 295.
SIC: 42;
1987 U.S. Standard industrial classification (SIC) code description:
Motor freight transportation and warehousing;
Number of employers: 882.
SIC: 43;
1987 U.S. Standard industrial classification (SIC) code description:
U.S. Postal Service;
Number of employers: 0.
SIC: 44;
1987 U.S. Standard industrial classification (SIC) code description:
Water transportation;
Number of employers: 65.
SIC: 45;
1987 U.S. Standard industrial classification (SIC) code description:
Transportation by air;
Number of employers: 235.
SIC: 46;
1987 U.S. Standard industrial classification (SIC) code description:
Pipelines, except natural gas;
Number of employers: 3.
SIC: 47;
1987 U.S. Standard industrial classification (SIC) code description:
Transportation services;
Number of employers: 407.
SIC: 48;
1987 U.S. Standard industrial classification (SIC) code description:
Communications;
Number of employers: 435.
SIC: 49;
1987 U.S. Standard industrial classification (SIC) code description:
Electric, gas, and sanitary services;
Number of employers: 286.
SIC: 50;
1987 U.S. Standard industrial classification (SIC) code description:
Wholesale trade--durable goods;
Number of employers: 1,961.
SIC: 51;
1987 U.S. Standard industrial classification (SIC) code description:
Wholesale trade--nondurable goods;
Number of employers: 743.
SIC: 52;
1987 U.S. Standard industrial classification (SIC) code description:
Building materials, hardware, garden supply, & mobile home;
Number of employers: 571.
SIC: 53;
1987 U.S. Standard industrial classification (SIC) code description:
General merchandise stores;
Number of employers: 130.
SIC: 54;
1987 U.S. Standard industrial classification (SIC) code description:
Food stores;
Number of employers: 770.
SIC: 55;
1987 U.S. Standard industrial classification (SIC) code description:
Automotive dealers and gasoline service stations;
Number of employers: 1,413.
SIC: 56;
1987 U.S. Standard industrial classification (SIC) code description:
Apparel and accessory stores;
Number of employers: 286.
SIC: 57;
1987 U.S. Standard industrial classification (SIC) code description:
Furniture, home furnishings and equipment stores;
Number of employers: 803.
SIC: 58;
1987 U.S. Standard industrial classification (SIC) code description:
Eating and drinking places;
Number of employers: 2,572.
SIC: 59;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous retail;
Number of employers: 1,972.
SIC: 60;
1987 U.S. Standard industrial classification (SIC) code description:
Depository institutions;
Number of employers: 320.
SIC: 61;
1987 U.S. Standard industrial classification (SIC) code description:
Nondepository credit institutions;
Number of employers: 383.
SIC: 62;
1987 U.S. Standard industrial classification (SIC) code description:
Security, commodity brokers, and services;
Number of employers: 195.
SIC: 63;
1987 U.S. Standard industrial classification (SIC) code description:
Insurance carriers;
Number of employers: 78.
SIC: 64;
1987 U.S. Standard industrial classification (SIC) code description:
Insurance agents, brokers, and service;
Number of employers: 805.
SIC: 65;
1987 U.S. Standard industrial classification (SIC) code description:
Real estate;
Number of employers: 1,590.
SIC: 67;
1987 U.S. Standard industrial classification (SIC) code description:
Holding and other investment offices;
Number of employers: 257.
SIC: 70;
1987 U.S. Standard industrial classification (SIC) code description:
Hotels, rooming houses, camps, and other lodging places;
Number of employers: 346.
SIC: 72;
1987 U.S. Standard industrial classification (SIC) code description:
Personal services;
Number of employers: 973.
SIC: 73;
1987 U.S. Standard industrial classification (SIC) code description:
Business services;
Number of employers: 4,833.
SIC: 75;
1987 U.S. Standard industrial classification (SIC) code description:
Automotive repair, services, and parking;
Number of employers: 1,474.
SIC: 76;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous repair services;
Number of employers: 654.
SIC: 78;
1987 U.S. Standard industrial classification (SIC) code description:
Motion pictures;
Number of employers: 163.
SIC: 79;
1987 U.S. Standard industrial classification (SIC) code description:
Amusement and recreational services;
Number of employers: 973.
SIC: 80;
1987 U.S. Standard industrial classification (SIC) code description:
Health services;
Number of employers: 4,282.
SIC: 81;
1987 U.S. Standard industrial classification (SIC) code description:
Legal services;
Number of employers: 1,236.
SIC: 82;
1987 U.S. Standard industrial classification (SIC) code description:
Educational services;
Number of employers: 0.
SIC: 83;
1987 U.S. Standard industrial classification (SIC) code description:
Social services;
Number of employers: 1,300.
SIC: 84;
1987 U.S. Standard industrial classification (SIC) code description:
Museums, art galleries, botanical & zoological gardens;
Number of employers: 71.
SIC: 86;
1987 U.S. Standard industrial classification (SIC) code description:
Membership organizations;
Number of employers: 2,291.
SIC: 87;
1987 U.S. Standard industrial classification (SIC) code description:
Engineering and management services;
Number of employers: 2,963.
SIC: 88;
1987 U.S. Standard industrial classification (SIC) code description:
Private households;
Number of employers: 0.
SIC: 89;
1987 U.S. Standard industrial classification (SIC) code description:
Miscellaneous services;
Number of employers: 454.
SIC: Total;
1987 U.S. Standard industrial classification (SIC) code description:
[Empty];
Number of employers: 51,376.
Source: DOD's Civilian Employment Information Database.
[End of table]
Table 16 shows the number of reported small private employers (with
less than 50 employees) of reservists by two-digit standard industrial
classification code by reserve component.
Table 16: Reported Number of Private Employers of Reservists by Two-
Digit Standard Industrial Classification Code and Reserve Component:
SIC: 01;
1987 U.S. Standard industrial classification code (SIC) description:
Agricultural production-crops;
Army National Guard: 204;
Army Reserve: 102;
Coast Guard Reserve: 2;
Air National Guard: 33;
Air Force Reserve: 16;
Marine Corps Reserve: 5;
Navy Reserve: 30.
SIC: 02;
1987 U.S. Standard industrial classification code (SIC) description:
Agricultural production-livestock;
Army National Guard: 121;
Army Reserve: 45;
Coast Guard Reserve: 0;
Air National Guard: 9;
Air Force Reserve: 14;
Marine Corps Reserve: 4;
Navy Reserve: 13.
SIC: 07;
1987 U.S. Standard industrial classification code (SIC) description:
Agricultural services;
Army National Guard: 416;
Army Reserve: 300;
Coast Guard Reserve: 9;
Air National Guard: 82;
Air Force Reserve: 66;
Marine Corps Reserve: 33;
Navy Reserve: 85.
SIC: 08;
1987 U.S. Standard industrial classification code (SIC) description:
Forestry;
Army National Guard: 24;
Army Reserve: 10;
Coast Guard Reserve: 1;
Air National Guard: 6;
Air Force Reserve: 2;
Marine Corps Reserve: 1;
Navy Reserve: 5.
SIC: 09;
1987 U.S. Standard industrial classification code (SIC) description:
Fishing, hunting, and trapping;
Army National Guard: 8;
Army Reserve: 2;
Coast Guard Reserve: 0;
Air National Guard: 1;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 2.
SIC: 10;
1987 U.S. Standard industrial classification code (SIC) description:
Metal mining;
Army National Guard: 4;
Army Reserve: 1;
Coast Guard Reserve: 0;
Air National Guard: 1;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 1.
SIC: 12;
1987 U.S. Standard industrial classification code (SIC) description:
Coal mining;
Army National Guard: 5;
Army Reserve: 3;
Coast Guard Reserve: 0;
Air National Guard: 1;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 13;
1987 U.S. Standard industrial classification code (SIC) description:
Oil and gas extraction;
Army National Guard: 67;
Army Reserve: 27;
Coast Guard Reserve: 0;
Air National Guard: 11;
Air Force Reserve: 7;
Marine Corps Reserve: 5;
Navy Reserve: 8.
SIC: 14;
1987 U.S. Standard industrial classification code (SIC) description:
Nonmetallic minerals, except fuels;
Army National Guard: 18;
Army Reserve: 8;
Coast Guard Reserve: 0;
Air National Guard: 1;
Air Force Reserve: 2;
Marine Corps Reserve: 1;
Navy Reserve: 4.
SIC: 15;
1987 U.S. Standard industrial classification code (SIC) description:
General building contractors;
Army National Guard: 942;
Army Reserve: 606;
Coast Guard Reserve: 17;
Air National Guard: 176;
Air Force Reserve: 111;
Marine Corps Reserve: 81;
Navy Reserve: 231.
SIC: 16;
1987 U.S. Standard industrial classification code (SIC) description:
Heavy construction contractors;
Army National Guard: 248;
Army Reserve: 106;
Coast Guard Reserve: 4;
Air National Guard: 33;
Air Force Reserve: 41;
Marine Corps Reserve: 12;
Navy Reserve: 37.
SIC: 17;
1987 U.S. Standard industrial classification code (SIC) description:
Special trade contractors;
Army National Guard: 1,988;
Army Reserve: 1,158;
Coast Guard Reserve: 45;
Air National Guard: 380;
Air Force Reserve: 254;
Marine Corps Reserve: 168;
Navy Reserve: 490.
SIC: 20;
1987 U.S. Standard industrial classification code (SIC) description:
Food and kindred products;
Army National Guard: 60;
Army Reserve: 47;
Coast Guard Reserve: 0;
Air National Guard: 9;
Air Force Reserve: 7;
Marine Corps Reserve: 4;
Navy Reserve: 14.
SIC: 21;
1987 U.S. Standard industrial classification code (SIC) description:
Tobacco manufactures;
Army National Guard: 0;
Army Reserve: 0;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 22;
1987 U.S. Standard industrial classification code (SIC) description:
Textile mill products;
Army National Guard: 12;
Army Reserve: 10;
Coast Guard Reserve: 0;
Air National Guard: 5;
Air Force Reserve: 1;
Marine Corps Reserve: 2;
Navy Reserve: 3.
SIC: 23;
1987 U.S. Standard industrial classification code (SIC) description:
Apparel and other textile products;
Army National Guard: 24;
Army Reserve: 26;
Coast Guard Reserve: 0;
Air National Guard: 7;
Air Force Reserve: 3;
Marine Corps Reserve: 4;
Navy Reserve: 9.
SIC: 24;
1987 U.S. Standard industrial classification code (SIC) description:
Lumber and wood products;
Army National Guard: 162;
Army Reserve: 62;
Coast Guard Reserve: 2;
Air National Guard: 14;
Air Force Reserve: 12;
Marine Corps Reserve: 6;
Navy Reserve: 22.
SIC: 25;
1987 U.S. Standard industrial classification code (SIC) description:
Furniture and fixtures;
Army National Guard: 43;
Army Reserve: 19;
Coast Guard Reserve: 1;
Air National Guard: 8;
Air Force Reserve: 8;
Marine Corps Reserve: 4;
Navy Reserve: 9.
SIC: 26;
1987 U.S. Standard industrial classification code (SIC) description:
Paper and allied products;
Army National Guard: 23;
Army Reserve: 12;
Coast Guard Reserve: 0;
Air National Guard: 2;
Air Force Reserve: 6;
Marine Corps Reserve: 3;
Navy Reserve: 6.
SIC: 27;
1987 U.S. Standard industrial classification code (SIC) description:
Printing and publishing;
Army National Guard: 132;
Army Reserve: 106;
Coast Guard Reserve: 6;
Air National Guard: 27;
Air Force Reserve: 27;
Marine Corps Reserve: 11;
Navy Reserve: 50.
SIC: 28;
1987 U.S. Standard industrial classification code (SIC) description:
Chemicals and allied products;
Army National Guard: 42;
Army Reserve: 23;
Coast Guard Reserve: 0;
Air National Guard: 6;
Air Force Reserve: 9;
Marine Corps Reserve: 2;
Navy Reserve: 22.
SIC: 29;
1987 U.S. Standard industrial classification code (SIC) description:
Petroleum and coal products;
Army National Guard: 8;
Army Reserve: 9;
Coast Guard Reserve: 0;
Air National Guard: 1;
Air Force Reserve: 5;
Marine Corps Reserve: 0;
Navy Reserve: 3.
SIC: 30;
1987 U.S. Standard industrial classification code (SIC) description:
Rubber and miscellaneous plastics products;
Army National Guard: 47;
Army Reserve: 41;
Coast Guard Reserve: 0;
Air National Guard: 8;
Air Force Reserve: 6;
Marine Corps Reserve: 4;
Navy Reserve: 13.
SIC: 31;
1987 U.S. Standard industrial classification code (SIC) description:
Leather and leather products;
Army National Guard: 2;
Army Reserve: 2;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 2;
Navy Reserve: 2.
SIC: 32;
1987 U.S. Standard industrial classification code (SIC) description:
Stone, clay, glass, and concrete products;
Army National Guard: 60;
Army Reserve: 39;
Coast Guard Reserve: 2;
Air National Guard: 10;
Air Force Reserve: 6;
Marine Corps Reserve: 6;
Navy Reserve: 12.
SIC: 33;
1987 U.S. Standard industrial classification code (SIC) description:
Primary metal industries;
Army National Guard: 26;
Army Reserve: 29;
Coast Guard Reserve: 0;
Air National Guard: 6;
Air Force Reserve: 5;
Marine Corps Reserve: 1;
Navy Reserve: 11.
SIC: 34;
1987 U.S. Standard industrial classification code (SIC) description:
Fabricated metal products;
Army National Guard: 159;
Army Reserve: 81;
Coast Guard Reserve: 1;
Air National Guard: 26;
Air Force Reserve: 13;
Marine Corps Reserve: 20;
Navy Reserve: 46.
SIC: 35;
1987 U.S. Standard industrial classification code (SIC) description:
Industrial machinery and equipment;
Army National Guard: 236;
Army Reserve: 149;
Coast Guard Reserve: 1;
Air National Guard: 52;
Air Force Reserve: 41;
Marine Corps Reserve: 25;
Navy Reserve: 81.
SIC: 36;
1987 U.S. Standard industrial classification code (SIC) description:
Electrical and electronic equipment;
Army National Guard: 64;
Army Reserve: 49;
Coast Guard Reserve: 1;
Air National Guard: 24;
Air Force Reserve: 25;
Marine Corps Reserve: 6;
Navy Reserve: 40.
SIC: 37;
1987 U.S. Standard industrial classification code (SIC) description:
Transportation equipment;
Army National Guard: 74;
Army Reserve: 29;
Coast Guard Reserve: 3;
Air National Guard: 16;
Air Force Reserve: 18;
Marine Corps Reserve: 5;
Navy Reserve: 16.
SIC: 38;
1987 U.S. Standard industrial classification code (SIC) description:
Instruments and related products;
Army National Guard: 43;
Army Reserve: 36;
Coast Guard Reserve: 1;
Air National Guard: 17;
Air Force Reserve: 28;
Marine Corps Reserve: 7;
Navy Reserve: 36.
SIC: 39;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous manufacturing industries;
Army National Guard: 97;
Army Reserve: 69;
Coast Guard Reserve: 1;
Air National Guard: 23;
Air Force Reserve: 15;
Marine Corps Reserve: 7;
Navy Reserve: 29.
SIC: 40;
1987 U.S. Standard industrial classification code (SIC) description:
Railroad transportation;
Army National Guard: 14;
Army Reserve: 8;
Coast Guard Reserve: 0;
Air National Guard: 4;
Air Force Reserve: 5;
Marine Corps Reserve: 0;
Navy Reserve: 5.
SIC: 41;
1987 U.S. Standard industrial classification code (SIC) description:
Local and interurban passenger transit;
Army National Guard: 124;
Army Reserve: 76;
Coast Guard Reserve: 6;
Air National Guard: 32;
Air Force Reserve: 26;
Marine Corps Reserve: 8;
Navy Reserve: 40.
SIC: 42;
1987 U.S. Standard industrial classification code (SIC) description:
Motor freight transportation and warehousing;
Army National Guard: 426;
Army Reserve: 246;
Coast Guard Reserve: 4;
Air National Guard: 60;
Air Force Reserve: 50;
Marine Corps Reserve: 25;
Navy Reserve: 108.
SIC: 43;
1987 U.S. Standard industrial classification code (SIC) description:
U.S. Postal Service;
Army National Guard: 0;
Army Reserve: 0;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 44;
1987 U.S. Standard industrial classification code (SIC) description:
Water transportation;
Army National Guard: 22;
Army Reserve: 15;
Coast Guard Reserve: 11;
Air National Guard: 5;
Air Force Reserve: 4;
Marine Corps Reserve: 1;
Navy Reserve: 9.
SIC: 45;
1987 U.S. Standard industrial classification code (SIC) description:
Transportation by air;
Army National Guard: 70;
Army Reserve: 42;
Coast Guard Reserve: 4;
Air National Guard: 57;
Air Force Reserve: 55;
Marine Corps Reserve: 10;
Navy Reserve: 44.
SIC: 46;
1987 U.S. Standard industrial classification code (SIC) description:
Pipelines, except natural gas;
Army National Guard: 2;
Army Reserve: 1;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 47;
1987 U.S. Standard industrial classification code (SIC) description:
Transportation services;
Army National Guard: 147;
Army Reserve: 139;
Coast Guard Reserve: 2;
Air National Guard: 54;
Air Force Reserve: 39;
Marine Corps Reserve: 11;
Navy Reserve: 50.
SIC: 48;
1987 U.S. Standard industrial classification code (SIC) description:
Communications;
Army National Guard: 133;
Army Reserve: 119;
Coast Guard Reserve: 2;
Air National Guard: 80;
Air Force Reserve: 42;
Marine Corps Reserve: 17;
Navy Reserve: 73.
SIC: 49;
1987 U.S. Standard industrial classification code (SIC) description:
Electric, gas, and sanitary services;
Army National Guard: 130;
Army Reserve: 73;
Coast Guard Reserve: 1;
Air National Guard: 38;
Air Force Reserve: 20;
Marine Corps Reserve: 4;
Navy Reserve: 38.
SIC: 50;
1987 U.S. Standard industrial classification code (SIC) description:
Wholesale trade--durable goods;
Army National Guard: 768;
Army Reserve: 531;
Coast Guard Reserve: 13;
Air National Guard: 209;
Air Force Reserve: 151;
Marine Corps Reserve: 74;
Navy Reserve: 279.
SIC: 51;
1987 U.S. Standard industrial classification code (SIC) description:
Wholesale trade--nondurable goods;
Army National Guard: 319;
Army Reserve: 217;
Coast Guard Reserve: 4;
Air National Guard: 54;
Air Force Reserve: 59;
Marine Corps Reserve: 21;
Navy Reserve: 96.
SIC: 52;
1987 U.S. Standard industrial classification code (SIC) description:
Building materials, hardware, garden supply, & mobile home;
Army National Guard: 297;
Army Reserve: 133;
Coast Guard Reserve: 4;
Air National Guard: 49;
Air Force Reserve: 31;
Marine Corps Reserve: 23;
Navy Reserve: 43.
SIC: 53;
1987 U.S. Standard industrial classification code (SIC) description:
General merchandise stores;
Army National Guard: 60;
Army Reserve: 32;
Coast Guard Reserve: 1;
Air National Guard: 20;
Air Force Reserve: 13;
Marine Corps Reserve: 4;
Navy Reserve: 13.
SIC: 54;
1987 U.S. Standard industrial classification code (SIC) description:
Food stores;
Army National Guard: 388;
Army Reserve: 229;
Coast Guard Reserve: 0;
Air National Guard: 55;
Air Force Reserve: 46;
Marine Corps Reserve: 24;
Navy Reserve: 61.
SIC: 55;
1987 U.S. Standard industrial classification code (SIC) description:
Automotive dealers and gasoline service stations;
Army National Guard: 671;
Army Reserve: 371;
Coast Guard Reserve: 15;
Air National Guard: 120;
Air Force Reserve: 97;
Marine Corps Reserve: 52;
Navy Reserve: 123.
SIC: 56;
1987 U.S. Standard industrial classification code (SIC) description:
Apparel and accessory stores;
Army National Guard: 103;
Army Reserve: 109;
Coast Guard Reserve: 1;
Air National Guard: 22;
Air Force Reserve: 27;
Marine Corps Reserve: 9;
Navy Reserve: 24.
SIC: 57;
1987 U.S. Standard industrial classification code (SIC) description:
Furniture, home furnishings and equipment stores;
Army National Guard: 334;
Army Reserve: 250;
Coast Guard Reserve: 4;
Air National Guard: 73;
Air Force Reserve: 49;
Marine Corps Reserve: 32;
Navy Reserve: 82.
SIC: 58;
1987 U.S. Standard industrial classification code (SIC) description:
Eating and drinking places;
Army National Guard: 1,394;
Army Reserve: 741;
Coast Guard Reserve: 11;
Air National Guard: 153;
Air Force Reserve: 109;
Marine Corps Reserve: 101;
Navy Reserve: 150.
SIC: 59;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous retail;
Army National Guard: 766;
Army Reserve: 622;
Coast Guard Reserve: 10;
Air National Guard: 178;
Air Force Reserve: 171;
Marine Corps Reserve: 77;
Navy Reserve: 250.
SIC: 60;
1987 U.S. Standard industrial classification code (SIC) description:
Depository institutions;
Army National Guard: 127;
Army Reserve: 93;
Coast Guard Reserve: 6;
Air National Guard: 52;
Air Force Reserve: 26;
Marine Corps Reserve: 11;
Navy Reserve: 46.
SIC: 61;
1987 U.S. Standard industrial classification code (SIC) description:
Nondepository credit institutions;
Army National Guard: 118;
Army Reserve: 125;
Coast Guard Reserve: 5;
Air National Guard: 39;
Air Force Reserve: 31;
Marine Corps Reserve: 16;
Navy Reserve: 63.
SIC: 62;
1987 U.S. Standard industrial classification code (SIC) description:
Security, commodity brokers, and services;
Army National Guard: 52;
Army Reserve: 60;
Coast Guard Reserve: 2;
Air National Guard: 23;
Air Force Reserve: 24;
Marine Corps Reserve: 6;
Navy Reserve: 40.
SIC: 63;
1987 U.S. Standard industrial classification code (SIC) description:
Insurance carriers;
Army National Guard: 30;
Army Reserve: 24;
Coast Guard Reserve: 3;
Air National Guard: 8;
Air Force Reserve: 10;
Marine Corps Reserve: 0;
Navy Reserve: 12.
SIC: 64;
1987 U.S. Standard industrial classification code (SIC) description:
Insurance agents, brokers, and service;
Army National Guard: 242;
Army Reserve: 295;
Coast Guard Reserve: 5;
Air National Guard: 83;
Air Force Reserve: 71;
Marine Corps Reserve: 28;
Navy Reserve: 112.
SIC: 65;
1987 U.S. Standard industrial classification code (SIC) description:
Real estate;
Army National Guard: 506;
Army Reserve: 537;
Coast Guard Reserve: 20;
Air National Guard: 153;
Air Force Reserve: 121;
Marine Corps Reserve: 41;
Navy Reserve: 251.
SIC: 67;
1987 U.S. Standard industrial classification code (SIC) description:
Holding and other investment offices;
Army National Guard: 88;
Army Reserve: 67;
Coast Guard Reserve: 3;
Air National Guard: 33;
Air Force Reserve: 31;
Marine Corps Reserve: 12;
Navy Reserve: 37.
SIC: 70;
1987 U.S. Standard industrial classification code (SIC) description:
Hotels, rooming houses, camps, and other lodging places;
Army National Guard: 152;
Army Reserve: 104;
Coast Guard Reserve: 0;
Air National Guard: 28;
Air Force Reserve: 22;
Marine Corps Reserve: 8;
Navy Reserve: 42.
SIC: 72;
1987 U.S. Standard industrial classification code (SIC) description:
Personal services;
Army National Guard: 358;
Army Reserve: 340;
Coast Guard Reserve: 5;
Air National Guard: 84;
Air Force Reserve: 71;
Marine Corps Reserve: 28;
Navy Reserve: 110.
SIC: 73;
1987 U.S. Standard industrial classification code (SIC) description:
Business services;
Army National Guard: 1,663;
Army Reserve: 1600;
Coast Guard Reserve: 42;
Air National Guard: 459;
Air Force Reserve: 468;
Marine Corps Reserve: 172;
Navy Reserve: 769.
SIC: 75;
1987 U.S. Standard industrial classification code (SIC) description:
Automotive repair, services, and parking;
Army National Guard: 706;
Army Reserve: 413;
Coast Guard Reserve: 11;
Air National Guard: 100;
Air Force Reserve: 75;
Marine Corps Reserve: 59;
Navy Reserve: 143.
SIC: 76;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous repair services;
Army National Guard: 265;
Army Reserve: 176;
Coast Guard Reserve: 6;
Air National Guard: 69;
Air Force Reserve: 45;
Marine Corps Reserve: 23;
Navy Reserve: 92.
SIC: 78;
1987 U.S. Standard industrial classification code (SIC) description:
Motion pictures;
Army National Guard: 67;
Army Reserve: 46;
Coast Guard Reserve: 4;
Air National Guard: 16 ;
Air Force Reserve: 11;
Marine Corps Reserve: 10;
Navy Reserve: 23.
SIC: 79;
1987 U.S. Standard industrial classification code (SIC) description:
Amusement and recreational services;
Army National Guard: 403;
Army Reserve: 313;
Coast Guard Reserve: 5;
Air National Guard: 72;
Air Force Reserve: 79;
Marine Corps Reserve: 47;
Navy Reserve: 99.
SIC: 80;
1987 U.S. Standard industrial classification code (SIC) description:
Health services;
Army National Guard: 994;
Army Reserve: 1618;
Coast Guard Reserve: 19;
Air National Guard: 500;
Air Force Reserve: 598;
Marine Corps Reserve: 36;
Navy Reserve: 775.
SIC: 81;
1987 U.S. Standard industrial classification code (SIC) description:
Legal services;
Army National Guard: 301;
Army Reserve: 526;
Coast Guard Reserve: 18;
Air National Guard: 90;
Air Force Reserve: 93;
Marine Corps Reserve: 34;
Navy Reserve: 210.
SIC: 82;
1987 U.S. Standard industrial classification code (SIC) description:
Educational services;
Army National Guard: 0;
Army Reserve: 0;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 83;
1987 U.S. Standard industrial classification code (SIC) description:
Social services;
Army National Guard: 439;
Army Reserve: 492;
Coast Guard Reserve: 16;
Air National Guard: 131;
Air Force Reserve: 123;
Marine Corps Reserve: 19;
Navy Reserve: 161.
SIC: 84;
1987 U.S. Standard industrial classification code (SIC) description:
Museums, art galleries, botanical & zoological gardens;
Army National Guard: 26;
Army Reserve: 23;
Coast Guard Reserve: 2;
Air National Guard: 7;
Air Force Reserve: 6;
Marine Corps Reserve: 2;
Navy Reserve: 10.
SIC: 86;
1987 U.S. Standard industrial classification code (SIC) description:
Membership organizations;
Army National Guard: 760;
Army Reserve: 704;
Coast Guard Reserve: 23;
Air National Guard: 301;
Air Force Reserve: 286;
Marine Corps Reserve: 35;
Navy Reserve: 353.
SIC: 87;
1987 U.S. Standard industrial classification code (SIC) description:
Engineering and management services;
Army National Guard: 891;
Army Reserve: 925;
Coast Guard Reserve: 23;
Air National Guard: 326;
Air Force Reserve: 330;
Marine Corps Reserve: 101;
Navy Reserve: 553.
SIC: 88;
1987 U.S. Standard industrial classification code (SIC) description:
Private households;
Army National Guard: 0;
Army Reserve: 0;
Coast Guard Reserve: 0;
Air National Guard: 0;
Air Force Reserve: 0;
Marine Corps Reserve: 0;
Navy Reserve: 0.
SIC: 89;
1987 U.S. Standard industrial classification code (SIC) description:
Miscellaneous services;
Army National Guard: 167;
Army Reserve: 147;
Coast Guard Reserve: 3;
Air National Guard: 48;
Air Force Reserve: 32;
Marine Corps Reserve: 16;
Navy Reserve: 70.
SIC: Total;
Army National Guard: 19,882;
Army Reserve: 15,788;
Coast Guard Reserve: 411;
Air National Guard: 4,880;
Air Force Reserve: 4,295;
Marine Corps Reserve: 1,626;
Navy Reserve: 6,789.
Source: DOD's Civilian Employment Information Database.
[End of table]
[End of section]
Appendix IV: Comments from the Department of Defense:
Reserve Affairs:
Assistant Secretary Of Defense:
1500 Defense Pentagon:
Washington, DC 20301-1500:
Jan 22 2007:
Mr. Derek Stewart:
Director, Defense Capabilities and Management:
US Government Accountability Office:
441 G Street, N.W.
Washington, DC 20548:
Dear Mr. Stewart:
This is the Department of Defense (DoD) response to the GAO draft
report, GAO-07-259, 'Military Personnel: Additional Actions Needed to
Improve Oversight of Reserve Employment Issues' dated December 22, 2006
(GAO Code 350858). I appreciate the opportunity to review and comment
on the draft GAO report.
The Department partially concurs with one recommendation and concurs
with two recommendations in the draft report that are directly
applicable to DoD and is taking action to comply with and complete
action on the recommendations. Our comments on the three
recommendations are enclosed; our technical corrections to the report
were provided separately to the GAO staff.
I am pleased that the recommendations in the report are highly
supportive of our continuous refinement of data points surrounding the
resolution of reservist/employer issues, especially those related to
matters related to the Uniformed Services Employment and Reemployment
Rights Act (USERRA). The Department is committed to working closely
with the Department of Labor to identify and install like categories of
data that facilitate uniform reporting and analysis of information
collected separately by the respective departments.
The Department appreciates the opportunity to comment on the subject
report. My staff point of contact on this matter is Mr. Michael E.
Naylon. He may be contacted by e-mail at michael.naylon@osd.mil or by
telephone @ (703)696-1386.
Sincerely,
Signed by:
T.F. Hall:
Enclosure:
As stated:
"Military Personnel: Additional Actions Needed to Improve Oversight of
Reserve Employment Issues"
Department Of Defense Comments To The Recommendations:
Recommendation 1: The GAO recommended that the Secretary of Defense
direct the Office of the Assistant Secretary of Defense Reserve Affairs
to establish specific timeframes for reservists to report their
employment data, and direct the Service components to take action to
assure compliance.
DOD Response: Partially concur. DoD Instruction 7730.54, "Reserve
Components Common Personnel Data System." Enclosure 10, directs the
Services to obtain a 95% compliance rate for Civilian Employment
Information (CEI) reporting for the Selected Reserve and to obtain a
75% compliance rate for Civilian Employment Information for the
Individual Ready Reserve/Inactive National Guard with good address
indicators effective the date of the issuance (August 6, 2004) of the
Instruction.
On Nov, 19, 2004 the Undersecretary of Defense for Personnel and
Readiness issued a memorandum to the Service Secretaries outlining the
critical need for the data collection and requesting their assistance
in collecting the information by Feb 1, 2005.
Specific timeframes are in place for the compliance reporting of
Civilian Employment Information.
Office of the Secretary of Defense (Reserve Affairs) (OSD RA) will
direct the Reserve components via memorandum to meet the full
compliance reporting for members of the Selected Reserve. Currently 91%
of the Selected Reserve is in compliance with the reporting requirement
for Civilian Employment Information. The target rate is 95% for the
Selected Reserve.
The Army National Guard (ARNG) has actively pursued and assisted states
to achieve compliance by conducting weekly conference calls to all
levels of leadership. Additionally, DMDC is provided ARNG data weekly
to show percent of compliance and providing individual soldier in non-
compliance status data. Recent efforts to assist states include
capturing employment data, point of accession, pushing weekly non-
compliant data to GI's and posting non-compliant data to the ARNG
Directors Strength Reporting Objectives website.
All Navy Operational Support Centers (NOSC) will ensure annual
verification of employment data on Drilling Reservists assigned to
their respective NOSC, to include Selected Reservists and Voluntary
Training Unit (VTU) personnel in the Individual Ready Reserve (IRR).
Verification should occur during the annual "page-2" verification and
will be completed by the end of FY07. 95% of Selected Reserve will
remain the goal.
Recommendation 2: The GAO recommended that the Secretary of Defense
direct the Office of the Assistant Secretary of Defense Reserve Affairs
to update DoD Instruction 7730.54 Enclosure 10 on civilian employment-
related information reporting to instruct all military departments to
establish a formal review mechanism that would require all reservists
to review and update at least annually their reported employment-
related information.
DOD Response: Concur. A revision to DoD Instruction 7730.54 has been
drafted with the requirement for annual review of civilian employment
information. The revised instruction is in the process of internal DoD
staffing prior to re-issuance.
The Army National Guard has recommended consideration of adding a pop-
up screen to the existing "MYPAY" website. This could prompt a Soldier
to validate Civilian Employment Information (CEI) data and capture the
last date validated. The second function could permit soldiers to
update their CEI information and be linked to the Defense Manpower Data
Center (DMDC) Guard-Reserve Employer website before obtaining MYPAY
information. This effort would require support from OSD and the Defense
Finance and Accounting Service. Additionally, an effort should be made
to add a CEI message to appear in the remarks section of all leave and
earnings statements (LES). All Navy Operational Support Centers (NOSC)
will ensure annual verification of employment data on drilling
reservists assigned to their respective NOSC, to include selected
reservists and Voluntary Training Unit (VTU) personnel in the
Individual Ready Reserve (IRR). Verification should occur during the
annual "page-2" verification. Should a reservist change employment
prior to the annual validation, updated information should be inputted
by the NOSC upon receipt. 95% verification of selected reservist
employment remains the goal.
Recommendation 3: The GAO recommended that the Secretary of Defense and
the Secretary of Labor adopt uniform complaint categories in the future
that will allow aggregate trend analysis to be performed across the
databases.
DOD Response: Concur. Staff members of the National Committee for
Employer Support of the Guard and Reserve (ESGR) are working closely
with staff of the Department of Labor to facilitate uniformity of
complaint categories which will allow for like data points in each
Department's data base(s).
[End of section]
Appendix V: Comments from the Department of Labor:
U.S. Department of Labor:
Assistant Secretary for Veteran's Employment and Training:
JAN 26 2007:
Mr. Derek Stewart:
Director, Defense Capabilities and Management:
U.S. Government Accountability Office:
Washington, D.C. 20548:
Dear Mr, Stewart-:
Thank you for allowing the Department of Labor (DOL) the opportunity to
review and offer comments to the GAO's draft report entitled Military
Personnel: Additional Actions Needed to Improve Oversight of Reserve
Employment Issues (GAO-07-259). The draft report recommends, among
other things that DOL's Veterans' Employment and Training Service
(VETS) share its aggregate USERRA complaint data with a Department of
Defense (DOD) agency, the Employer Support of the Guard and Reserve
(ESGR): that DOL incorporate ESGR's USERRA complaint data into DOL's
annual report to Congress; and that Federal agencies with USERRA
responsibilities adopt uniform data elements to facilitate tracking of
disability-related and other USERRA complaints. As a general matter,
the Department of Labor concurs with these recommendations.
DOL, however, objects to the terminology used by GAO to describe the
inquiry, complaint, investigation, and resolution process,
Specifically, GAO does not adequately differentiate between informal
inquiries and formal complaints. The lack of differentiation
unnecessarily inflates the total number of complaints by 9,975.
GAO's categorization of all inquiries as "complaints," regardless of
content, is further confused by the inadequate use of the terms,
"formal" and "informal" to differentiate actions taken by the different
agencies. VETS not only investigates formal complaints from veterans
regarding their employment or reemployment rights, but responds to many
questions and requests that are not specific allegations of USERRA
violations. Such inquiries are not categorized as "complaints," but are
counted among the more than 400,000 individuals receiving technical
assistance since September 11, 2001. The term, "complaint," is
specifically reserved by VETS for those circumstances where 1) issues
raised suggest that there are issues of law involved and potential
violations of the Act; 2) issues raised during initial inquiry are not
otherwise mediated through informal processes set in place by VETS or
ESGR; or 3) the complainant tiles documentation to open an official
investigation by VETS.
With respect to the recommendation that VETS share its aggregate USERRA
investigation data with ESGR, VETS has provided such information to
several DOD agencies, including Reserve Affairs, the National Guard
Bureau, and the Defense Manpower Data Center. VETS has also agreed to
provide aggregate information to ESGR on a quarterly basis.
VETS agrees with GAO's recommendation that uniform issue codes be
adopted by all parties as a means of improving collaboration. VETS is
working with ESGR to determine appropriate means to achieve that goal.
To effect that recommendation, VETS is enhancing its USERRA information
management system (UIMS) in cooperation with ESGR, the Department of
Justice, and the Office of Special Counsel. These changes will improve
case handling and aid in compiling accurate and meaningful case data,
including pertinent data involving USERRA disability issues, from both
ESGR and DOL/VETS. DOL agrees that such data could be included in the
agency's annual report to Congress.
With respect to GAO's recommendation that DOL develop a system for
recording and tracking the complaints of veterans alleging violations
of employment or reemployment rights based on a disability, we would
note that DOL's statutory authority to collect disability-related data
is limited to USERRA complaints. Authority to track and report
information on non-USERRA disability related complaints would fall
under other statutes. To avoid ambiguity with its recommendation, GAO
may want to clarify, that the recommendation covers only the
identification of USERRA complaints where the service member's
disability is a factor in the case rather than a requirement to capture
all disability complaints that Reservists might raise.
I hope the comments above are helpful to GAO. If we can answer any
additional questions you may have, please do not hesitate to contact
us.
Sincerely.
Signed by:
Charles S. Ciccolella:
[End of section]
Appendix VI: Comments from the Office of Special Counsel:
U.S. Office Of Special Counsel:
1730 M Street, N.W, Suite 300:
Washington, D.C. 20036-4505:
www.osc.gov:
January 22, 2007:
The Honorable David M. Walker:
Comptroller General of the United States:
General Accountability Office:
441 G Street, N. W.
Washington, D.C. 20548:
Re: Response to GAO Draft Report #GAO-07-259:
Dear Mr, Walker:
Thank you for the opportunity to respond in writing to the Government
Accountability Office draft report, Military Personnel: Additional
Actions Needed to Improve Oversight of Reserve Employment Issues, GAO-
07-259. I have reviewed the report and find it to be comprehensive and
accurate in regards to the responsibilities of the U.S. Office of
Special Counsel, Furthermore, I concur with GAO's "Matters for
Congressional consideration and its Recommendations for Executive
Action" (set forth on pages 35-36),
As you are aware, my office enforces the rights of federal employees
and applicants for federal employment under the Uniformed Services
Employment and Reemployment Rights Act (USERRA) of 1994. It is a
responsibility we take very seriously, Having eleven (11) current
veterans, reservists, and guardsmen employed at OSC and being the
father of a Marine who served 3 tours in Iraq, I know first-hand the
challenges facing servicemembers as they transition back to their
civilian workforce after completing military service. Based on our
conversations, I know that your own son was a Marine, and therefore,
you understand the importance of this oversight responsibility.
I applaud your efforts to thoroughly investigate and report on these
matters and to make recommendations to help servicemembers seamlessly
reenter the workforce. The return of servicemembers to civilian
employment and the difficulties they can face in dealing with
reemployment matters are of deep concern to me, as I hope they are to
every citizen.
Again, thank you for the opportunity to respond to this draft report
and for your efforts to bring awareness to these important issues.
Sincerely,
Signed by:
Scott J. Bloch:
[End of section]
Appendix VII: GAO Contact and Staff Acknowledgments:
GAO Contact:
Derek B. Stewart (202) 512-5559:
Acknowledgments:
James Bancroft, Sean Bell, Tracy Burney, Susan Ditto,
Laura Durland, K. Nicole Harms, Kenya Jones, Jeanett Reid, Gina
Ruidera, Joseph Rutecki, Jerry Sandau, Jay Smale Jr., Norris Smith, and
Vasiliki Theodoropoulos also made significant contributions to the
report.
FOOTNOTES
[1] For the purpose of this report, the terms reserve component and
reservists refer to the collective forces of the Army National Guard,
Air National Guard, Army Reserve, Air Force Reserve, Navy Reserve,
Marine Corps Reserve, and Coast Guard Reserve.
[2] Numbers are as of August 2006.
[3] Pub. L. No. 103-353 (1994), as amended, codified at 38 U.S.C. §4301-
4334.
[4] Federal agencies use a variety of terms to describe allegations of
USERRA violations, including "complaints," "claims," "matters," and
"referrals." For clarity and consistency throughout this report, we use
the term complaint to describe these allegations. We refer to
complaints to DOD as "informal complaints" and complaints to the
Department of Labor, Department of Justice, and Office of Special
Counsel as "formal complaints."
[5] Veterans Benefits Improvement Act of 2004, Pub. L. No. 108-454, §
204 (2004).
[6] GAO, Reserve Forces: DOD Actions Needed to Better Manage Relations
between Reservists and their Employers, GAO-02-608 (Washington, D.C.:
June 13, 2002);
and GAO, Military Personnel: Federal Management of Servicemember
Employment Rights Can Be Further Improved, GAO-06-60 (Washington, D.C.:
October 2005).
[7] Pub. L. No. 109-163, §517 (2006).
[8] The Attorney General is assigned enforcement responsibilities under
USERRA, but the Department of Justice is not authorized to receive
USERRA complaints directly from servicemembers. It may represent
individuals involving private sector or State or local government
complaints that are referred from the Department of Labor.
[9] Reliability refers to the accuracy and completeness of computer-
processed data. We conducted a mix of electronic testing and reviews of
data quality controls the agencies have in place. We found the data we
used from three of the data sources to be sufficiently reliable for the
purposes of this engagement. However, an ongoing review within our
agency continues to assess the Department of Labor's USERRA data. We
found two of the data sources to be of undeterminable reliability for
the purpose of this engagement.
[10] DODI 7730.54, enclosure 10 (Aug. 6, 2004).
[11] 38 U.S.C. § 4332.
[12] The Department of Labor's USERRA Annual Report to Congress
includes information on all reemployment complaints reported to the
Department of Labor, which include complaints from all persons
protected under USERRA. At the time we performed our analysis, the
Department of Labor had not provided its fiscal year 2006 report to
Congress. The fiscal year 2006 report to Congress is not due until
February 2007.
[13] GAO, Standards for Internal Control in the Federal Government,
GAO/AIMD-00-21.3.1 (Washington, D.C.: Nov. 9, 1999).
[14] This total includes informal complaints filed by reservists with
DOD's Employer Support between fiscal years 2004 and 2006, and the
formal complaints reported by the Department of Labor's Veterans'
Employment and Training Service in its fiscal year 2004 and 2005
reports to Congress. The fiscal year 2006 report was not available
within the time frames of our review.
[15] 10 U.S.C. §10102.
[16] 38 U.S.C. §4301.
[17] In addition to military servicemembers and veterans, the act
covers the commissioned corps of the Public Health Service and other
persons designated by the President in time of war or national
emergency.
[18] Pub. L. No. 93-508 (1974).
[19] According to DOD, an interagency committee was formed in 1987 with
representatives from DOD, the Department of Labor, the Department of
Justice, and the Office of Personnel Management to review existing law
and recommend legislative changes. This committee forwarded proposed
legislation to Congress in March 1991.
[20] 38 U.S.C. §4313 (a)(3).
[21] The law also gives outreach responsibilities to the Secretary of
Veterans Affairs, but we did not review actions of the Department of
Veterans Affairs in supporting USERRA because its role is more limited
than that of the other four federal agencies.
[22] Pub. L. No. 108-454, §204 (2004).
[23] Under the demonstration project, established by the Veterans
Benefits Improvement Act of 2004, the Secretary of Labor refers to the
Office of Special Counsel all federal sector USERRA claims that contain
an allegation of a prohibited personnel practice over which the Office
of Special Counsel has jurisdiction. The Secretary transfers all USERRA
claims against a federal executive agency brought by claimants whose
social security numbers end in odd numbers.
[24] GAO, Reserve Forces: DOD Actions Needed to Better Manage Relations
between Reservists and Their Employers, GAO-02-608 (Washington, D.C.:
June 13, 2002).
[25] Under Secretary of Defense for Personnel and Readiness Memorandum
on Civilian Employment Information Program, March 21, 2003.
[26] Specified voluntary service includes activities such as those
performed in the United States Coast Guard Auxiliary and the Civil Air
Patrol, or as a volunteer to a community service organization.
[27] GAO, Military Personnel: DOD Needs to Address Long-term Reserve
Force Availability and Related Mobilization and Demobilization Issues,
GAO-04-1031 (Washington, D.C.: Sept. 15, 2004); GAO, Force Structure:
DOD Needs to Integrate Data into Its Force Identification Process and
Examine Options to Meet Requirements for High-Demand Support Forces,
GAO-06-962 (Washington, D.C.: Sept. 5, 2006); GAO, Military Personnel:
DOD Actions Needed to Improve the Efficiency of Mobilizations for
Reserve Forces, GAO-03-921 (Washington, D.C.: Aug. 21, 2003).
[28] Section 4332 of Title 38, U.S.C. requires that the Secretary of
Labor, in consultation with the Attorney General and the Special
Counsel, prepare an annual report to Congress. The law previously
specified that the report was to be transmitted by February 1, 1996,
and annually thereafter through 2000. The act was amended in 2004 to
require a report by February 1, 2005, and annually thereafter.
[29] As noted earlier, the demonstration project will affect the number
of complaints filed at the Office of Special Counsel since it has
received complaints directly from certain servicemembers since the
project began.
[30] DOD's Employer Support also receives calls that it refers to as
"information only." The calls pertain to any issue that is not a
potential USERRA violation.
[31] GAO/AIMD-00-21.3.1.
[32] GAO, Military Personnel: Federal Management of Servicemember
Employment Rights Can be Further Improved, GAO-06-60 (Washington, D.C.:
Oct. 19, 2005).
[33] All information related to Office of Special Counsel demonstration
project cases will be stored in a separate dataset throughout the
entire life cycle of all demonstration project cases.
[34] The demonstration project runs from February 8, 2005, through
September 30, 2007. According to Veterans' Employment and Training
Service officials, the Office of Special Counsel will begin entering
case information into the system for fiscal year 2007 through the end
of the pilot project.
[35] 38 U.S.C. § 4333.
[36] As noted earlier, this total includes informal complaints filed by
reservists with DOD's Employer Support between fiscal years 2004 and
2006, and the formal complaints reported by the Department of Labor's
Veterans' Employment and Training Service in its fiscal year 2004 and
2005 reports to Congress. The fiscal year 2006 report was not available
within the time frames of our review. In addition, the Department of
Justice is assigned enforcement responsibilities under USERRA, but the
Department of Justice is not authorized to receive USERRA complaints
directly from servicemembers.
[37] GAO/AIMD-00-21.3.1.
[38] 38 U.S.C. § 4332.
[39] GAO-02-608. This report found that reporting by ombudsmen had been
sporadic and some field offices had gone an entire year without
reporting any complaints at all.
[40] The demonstration project was authorized by the Veterans Benefits
Improvement Act of 2004, Pub. L. No. 108-454, § 204 (2004).
[41] According to the Department of Labor's most recent report to
Congress, fiscal year 2005, the Office of Special Counsel opened 112
federal cases under the demonstration project, which began February 8,
2005. In this report, the Department of Labor reported opening 1,241
(federal and nonfederal) new cases. This number includes reservists,
military veterans, and persons with no prior or current military
membership.
[42] The Office of Special Counsel recently modified its database to
permit the identification of eight additional allegation categories,
including Injured Reservist-Discrimination, Injured Reservist-
Reemployment, Injured Guardsman-Discrimination, and Injured Guardsman-
Reemployment.
[43] GAO, Post-Traumatic Stress Disorder: DOD Needs to Identify the
Factors Its Providers Use to Make Mental Health Evaluation Referrals
for Servicemembers, GAO-06-397 (Washington, D.C.: May 11, 2006); and
GAO, VA Health Care: VA Should Expedite the Implementation of
Recommendations Needed to Improve Post-Traumatic Stress Disorder
Services, GAO-05-287 (Washington, D.C.: Feb. 14, 2005).
[44] As previously noted, the Department of Justice is not authorized
to receive USERRA complaints directly from servicemembers. It
represents individuals involving private sector or state or local
government complaints that it receives from the Department of Labor.
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