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entitled 'Military Personnel: Additional Actions Needed to Improve 
Oversight of Reserve Employment Issues' which was released on February 
8, 2007. 

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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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