When Duty Calls Know your responsibilities when it comes to employees on military leave.

When the United States gets involved in a military conflict,reserve forces are activated. The effect on American businesses canbe substantial--especially for those whose employees also happen tobe in the military. But while you'll need to focus on keepingoperations running smoothly despite the absence of key employeeswho've been called to service, keep in mind that yourobligations to those employees are governed by both federal andstate laws.

According to Walter J. Liszka, a senior shareholder and seniorattorney at Wessels & Pautsch, P.C. in Chicago, all civilianemployers, regardless of size, fall under the Uniform ServicesEmployment and Reemployment Rights Act (USERRA) of 1994, as well asany state laws that regulate military service and/or leave. USERRAcovers voluntary and involuntary absences of employees who need toperform military duties. Here, Liszka answers questions regardingyour responsibilities to employees on military leave:

• Must you pay employees who are absent on account of militaryduties? According to Liszka, not unless you've alreadyestablished a company policy that says you have to pay reserviststhe difference between their regular wage and their military pay.So if your policy states you must pay employees for the time spentat their annual two-week active-duty camp, you'll also berequired to pay them if their reserve unit is activated forservice.