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Civilian
employment and Reserve Service need not be in conflict if managed
sensibly, and the interlocking of both jobs can work so that
it becomes a profitable partnership. The civilian employer gains
highly motivated employees who possess additional skills and
values, and the military have available trained reservists who
bring transferable skills from the workplace to their operational
role. |
Why have
Reserve Forces?
Our Regular Armed Forces have reduced steadily in size since
the Second World War, and are now the smallest they have ever
been. Although small in numbers, they are arguably the best professional
force in the world. From time to time, the range of tasks they
are
required to carry out exceeds the manpower available.
The Strategic
Defence Review (July 1998) recognised that since the collapse of
communism, there has remained great international instability, and
a continuing need to protect Britain's interests worldwide. Deployments
such as those in Iraq or the Balkans or other humanitarian aid and
disaster relief commitments, mean that on occasions, our Reserves
may have to be used, selectively and flexibly, to support our Regular
Forces.
The benefits
to the taxpayer of having Reserve Forces.
We make the best possible and cost effective use of public funds
by maintaining smaller regular Armed Forces, but with the ability
to quickly expand through the use of Reserve Forces. A strong Volunteer
Reserve Force provides effective defence at a fraction of the cost
of an equivalent regular force. With the assistance of employers,
the Volunteer Reserve Forces can readily meet a temporary increase
in commitment.
What does
the employer get out of this in return?
For most of the time Reservists are Working for You, their
employer, not Working for Us. This enables you, the employer,
to benefit from the skills and world class training provided by
the Reserve Forces. In every unit, training focuses on building
confidence, self-reliance, self-motivation and physical fitness
as well as developing qualities such as leadership, communication
and specific skills that can be used directly within a company.
As an employer,
you are, in effect, benefiting from our investment in personal development
training, team building, and skills training. It is the transferable
nature of these skills, from Volunteer Reserve Forces to workplace,
that makes supporting your employees so worthwhile. Generally, Reservists
are loyal, hardworking, highly motivated and committed employees,
who take fewer days of sick leave.
To sample the
quality of training that Reservists receive, why not send some of
your junior managers on Exercise
Executive Stretch?
Supportive employers
are kept updated on regional activities, and may be invited by their
employee's unit to events such as the Trooping of the Colour or
Waddington Air Show as a token of their appreciation.
More about Mobilisation
The Strategic Defence Review clearly states that the Reserves are
now such an important part of the nation's Defence Forces that
they
can be used on a voluntary basis for most military objectives,
but with the agreement of their employer. However, in the face
of a large scale objective, Reservists can be compulsorily mobilised
as has recently happened with the war against Iraq.
For anything
short of a major threat to the UK, the period of mobilisation would
always be for the shortest possible time, generally for between
six and twelve months. It is envisaged that this would not be repeated
more than once every five years.
Whether compulsorily
or voluntarily mobilised, Reservists are given the same levels of
employment protection and their employers may claim the same compensation
for the expense of temporarily replacing the Reservist.
What are
the Employer's safeguards?
First and foremost, an employer can seek exemption from or deferral
of the mobilisation. It is recognised that a business may have key
personnel whose departure at that precise time would adversely affect
its operations. (eg a production or contracts manager in the middle
of a major order). The Reserve Forces Act makes provision for an
employer to seek deferral from mobilisation until circumstances
are more favourable.
If an employee
is mobilised, an employer can apply for financial compensation to
cover the costs of a temporary replacement and for refresher training
of the employee upon his/her return.
What about
Employee Safeguards?
The Reserve Forces Act 1996 has given the employee employment protection
whilst mobilised, in much the same way as an employee on maternity
leave, who cannot be made redundant whilst away. Recognising that
many Reservists hold a civilian job whose salary is significantly
higher than their military wage, the Act makes provision for topping
up their pay to civilian levels (within limits). This is to ensure
that financial committments eg mortgage payments continue to be
met during mobilisation.
Read more about
The
Reserve Forces Act 1996.
Or telephone
East Midlands Reserve Forces and Cadets Association on 0115
9476508 Ext 115
SaBRE
SaBRE - Supporting Britain's Reservists and Employers, is an
important Ministry of Defence campaign, designed to inform employers
about the many benefits of employing members of the Volunteer Reserve
Forces and how the much sought after, transferable skills they acquire
in the course of their training can assist you in achieving your
own organisational goals.
To find out
more about the SaBRE campaign or employer support issues in general,
contact:
Website: www.sabre.mod.uk
Email: info@sabre.mod.uk
Telephone: 0800 389 5459
Facsimile: 020 73053288
SaBRE Support
Group,
Floor 1, Zone D, St George's Court, 2-12 Bloomsbury Way, London,
WC1A 2SH
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