Deployment Possibility Question During Job-interview?

It is against the law to discriminate because of that possibility, as I'm sure you are aware of. I have seen it in a few of my previous jobs. When that is brought up in an interview, the employer does not want to move forward. That made me realize that even though A lot of the civilian population supports the military, no body wants to be put out by not having a full time employee.

I know this....I sent in over 100 resumes for jobs I qualified for in 2013 and received 2 interviews.  Left both interviews and never heard from the employer again.  I took all of my military experience off my resume and posted it for 10 jobs.  I got 4 interviews. The two interviews I disclosed the fact that I was still in the Reserves, I never heard from them again. The other two interviews that I did not disclose my military status, I was asked to come back form multiple interviews.  I did not land those jobs either, but I did go up further in the interviewing process and I felt like I had a fair shot at the position for the first time since all of 2013.

Sir, I am probably one of the lucky ones that haven't had that experience of getting asked that question. But if I were to get asked that question, I would be totally honest with them. I would explain that being in the NG (for me) law requires that we be informed (if not mistaken) 12 months in advance so we have time to train and get our civilian affairs in line, and then would say as of right now, there is no intent for myself to deploy. But just like anything else, things can change and I could be called up at any time, just like anyone that has registered with the selective service at 18 yrs old.

I was a Career Counselor / recruiter with the Kentucky National Guard for five years. I do know that a servicemember has reemployment rights under USERRA. Linking the PDF for informational purposes. 

Sir,<br><br>I learned real quick not to mention my NG duties during an interview, unless I absolutely needed to and I knew it would be in my best interest to do so. The first few companies I interviewed with, I did so leading with my leadership experience in the Guard - I either never got a call back, or the companies started finding other reasons not to hire me, once they understood the possibility of me being absent for military duty (which is actually quite common with all the MUTA 6's and AT that CA ARNG seems to have).<br><br>My last two jobs with Fortune 500 companies have all been a combination of keeping my military duties quiet, and having the fortune to work for companies/bosses who have been very supportive of military service. My last manager was a Eagle Scout troopleader, while my current manager was prior service Army during the OIF period. HP also has an extremely accommodating HR policy on being absent for military duty, going above and beyond the federally-mandated "keep the job" requirement that we reservists depend on IOT keep a living before/after military absences.<br><br>Military obligation is nothing like maternity leave - employers know that females will only have one or two examples where they need to take it, while with reservists, they have no idea how often, nor how long, their employees will be gone during critical points of the fiscal year. Even now, with my current job, with all the layoffs going on, there's always a possibility that my name might go on the chopping block, for the simple reason that I've needed to submit no less than 10 notifications for military leave in the past year. Who is my employer going to keep: the reservist who takes leave with little notice at least once a month, and two weeks in the summer, or the full-time civilian who can dedicate their working life to being there 100%?<br><br>Some SMs may say that hiding military obligation is shameful, but the truth of the matter is, unless you're AD, you've got to do what needs to get done in order to keep a living. I would definitely mention your military obligation at some point during the hiring process (you need to be able to go back and point to a time when you informed your employer of your need for military leave), but I would also equally advise not making your service a centrepiece of your interview.

I have been asked that question and provided them a response indicating that this is always a possibility-it's part of being a military member; however, this cannot be a factor in determining hiring and that the Uniformed Services Employment and Reemployment Rights Act (USERRA) could provide additional information. I offered to provide them information if they liked as many employers are unfamiliar with these laws. I was offered the position but did not accept it (since I could tell they were probably not going to be the most 'military' friendly). I did start carrying a USERRA brochure when I have civilian interviews so I can provide it if the question arises. Since then I have gone the route of Fed. government employment.

Here is a good and probably accurate answer. ( Well I don't think I have to worry about that as long as President Obama is in office.)

Almost want to see this type of question is derogatory. Will say it appears prejudicial at least and it seems would be a violation of the Soldier Sailor Act. I am not a lawyer or legal aid. Maybe a question for a state's attorney who will refer to the state labor board.