Other tactics being utilized by employers are hiring an outside temporary replacement (49%) and authorizing overtime (43%) as organizations scramble to fill the slots of 221,186 military active duty calls, according to the Society for Human Resource Management (SHRM) survey of 320 HR professionals.
The remaining strategies include:
- hiring additional employees (16%)
- allowing some work to go undone/not completed (11%)
- other (4%)
- putting the work on hold until the employee returns (3%)
In addition to the shifting of responsibilities, an earlier study byBusiness & Legal Reports (BLR)shows that 66% of employers offer some form of compensation to their employees called up to serve. Of those, 26% offered full pay to employees who get called to duty while 40% offered differential pay (See Most Employers Offering Pay During Military Leave ).