What are some good justifications for transferring to IRR?

You just spelled out the justification to me. Now, have a sit down with your Commander and Retention NCO and tell them what you just told us

Employment seeking wise down play your Reservist obligations. It's easy, Recruiters do it all the time.

It's one weekend a month and two weeks a year. So really, as far as any reservist knows the upcoming training schedule will easily fit inside of a regular 40 hour work week with weekends off and 2 weeks a year of vacation.

There will be ZERO conflict.

Then, when hired:

SUCKERS!!!!!!!!!!!!!!!!!!!!!!!! Welcome to USERRA.........................

Yes, there is congressional funding for 48MUTA's that "could be" 12 weekends, and 14 days of annual training. That is the funding that is there every single year by federal law.

Those MUTA's could also be managed in a way that are used on WEEKDAYS. Usually range days, or special training events that used up as travel days on various sets of orders. There is nothing regulation wise stopping a command from scheduling all 48 MUTA's on weekdays. Then also breaking up AT into three weeks by starting and stopping the orders to not carry over on the weekends.

Then, who knows, maybe some exercise where the funding comes out of something else than the USAR and will pay for all sorts of things, for example those Covid response exercises that potentially draw funding from lord knows where.

We all get it. A regular year of 48 MUTA's and 14 AT days with 15 member points is 77 points. If things were easy, we could all shave off 27 points and still have a good year. It could easily work out if the system would just let it happen, but it doesn't.

I've personally never had less than 90 points in any given year, and that was a year I was trying to do the least I could that particular year with a lot of conflicts.

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But if one goes in not telling a potential employer at all, or not disclosing it at all then you open yourself to getting terminated for just cause.

Even the less astute employers can circumvent USERRA. Not disclosing anything at all gives them that ammo.

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OK, here's something useful. Take it or leave it. We each owe our service obligation. Thankfully........... there are limits the USAR will "PAY" for that service.

So what I am saying is find a way through the opportunities your command gives you, and even seek them out to BURN UP the funding sources of your service obligation. These come in the forms of small missions, or specialized classes that come our way. Sometimes they are funded outside of MUTA's and AT, but a lot of them the USAR is cheap, and pulls the money out of MUTA's and AT first because it's always there, and they don't have to FIGHT for the money.

It might not be one's ideal duty or training, but if it fits your CIVILIAN obligations then burning up those funding sources when you have control over them protects you down the road when your unit is tapped for other stuff that wasn't planned for and potentially conflicts with civilian obligations.

It can be little things like coming in during the week and the unit needs folks to recover equipment from an AT, but the unit is doing in at their level, and they burn up MUTA's to pay for it via an RST (DA1380) without complicating the process above them.

More than once I've done things I really wasn't "interested in", but the timing allowed me to manage future days against my civilian obligations.

Just say'n

SPC Renee Taylor, I always start this type of conversation with my Soldiers with, "Why are you here?" Why did you enlist and join the reserves? Are you not getting what you want out of it? The Army Reserves is like any other career field, if it is not fulfilling for you, time to move on. However, be very knowledgeable with what you are giving up. Education benefits, leadership experience, steady healthcare, retirement, professional support network, etc. Plus, some units have operational duty support needs and the availability to put Soldiers on orders. Just like with any civilian career, you have to evaluate your place in the organization. If the unit is not meeting your needs, find another unit. There are HRS positions everywhere. Additionally, you qualify for HR civilian positions in the Active Guard/Reserve, have you checked USA Jobs?

The civilian job market is tough, but if you are interviewing or working for employers who would discriminate or marginalize reserve Soldiers, do you really want to work there? Especially in HR? The ESGR works diligently to remind employer of reserve and guard Soldiers' rights and employer responsibilities in accordance with federal law. They recognize employers, out of hundreds of nominations each year, who go way beyond to support their Soldiers and actively recruit veteran and reserve Soldiers for their companies for the skillsets, discipline, and leadership they bring to the table over the run of the mill civilian. It sets you apart and makes you a commodity. To not leverage that is handicapping you. An employer who doesn't leverage that is most likely going to be a not so good place to work for.