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Current U.S. troop deployments are affecting those who serve our country and their families, as well as the businesses that support their employees' military leave. Approximately 1.8 million personnel are on active military duty, with an additional 860,000 active Reserves. As of November 2005, National Guard and Reserve units comprised 50% of the ground forces stationed in Iraq. To add to this burden, President Bush recently recommended the deployment of 6000 troops to patrol the Mexican border.
With increasingly longer military leaves (since 2001, the National Guard's deployment policy has shifted from a 6-month to a 24-month maximum service overseas), companies must understand their legal obligations under military leave laws, specifically the Uniformed Services Employment and Reemployment Rights Act (USERRA). Employers must be aware of what happens before, during and after their employees take military leave.
First, some USERRA basics are in order. USERRA applies to all private and public employers, regardless of size. All employees, in spite of the length of employment, have military leave rights under USERRA. All types of military leave, voluntary or involuntary, are covered under the statute. In addition, states may enact more stringent military leave requirements for employers, but may not establish requirements less than USERRA. Employers should be aware of state statutes governing military leave.
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This article highlights how copyright law in the United Kingdom differs from U.S. copyright law, and points out differences that may be crucial to entertainment and media businesses familiar with U.S law that are interested in operating in the United Kingdom or under UK law. The article also briefly addresses contrasts in UK and U.S. trademark law.
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