that is not what i took from it when i went on military leave. probation can be extended once you come back from military leave, but can not be used againist you. if you are applying to the board for fy13 it might be 6-8 months from now before you leave for ods. i looked up the regs that apply to you and they are listed below. if you see under 1002.41 reemployment rights are extended to service members who are on probation when they leave. as far as advance notice the dod encourges 30 days notice if possible. if you are going on military leave you are not breaking your contract with the hospital. also, because of the downsizing of the military or other circumstances going on military leave covers you incase you are not able or wanting to do more then your initial tour.
38 u.s.c. 4311(a) a person who is a member of, applies to be a member of, performs, has performed, applies to perform[color=#ffff00], or has an obligation to perform service in a uniformed service shall not be denied initial employment, reemployment, retention in employment, promotion, or any benefit of employment by an employer on the basis of that membership, application for membership, performance of service, application for service, or obligation. (b) an employer may not discriminate in employment against or take any adverse employment action against any person because such person (1) has taken an action to enforce a protection afforded any person under this chapter,
(2) has testified or otherwise made a statement in or in connection with any proceeding under this chapter,
(3) has assisted or otherwise participated in an investigation under this chapter, or
(4) has exercised a right provided for in this chapter. the prohibition in this subsection shall apply with respect to a person regardless of whether that person has performed service in the uniformed services.
(c) an employer shall be considered to have engaged in actions prohibited— (1) under subsection (a), if the person’s membership, application for membership, service, application for service, or obligation for service in the uniformed services is a motivating factor in the employer’s action, unless the employer can prove that the action would have been taken in the absence of such membership, application for membership, service, application for service, or obligation for service; or
(2) under subsection (b), if the person’s (a) action to enforce a protection afforded any person under this chapter,
(b) testimony or making of a statement in or in connection with any proceeding under this chapter,
(c) assistance or other participation in an investigation under this chapter, or
(d) exercise of a right provided for in this chapter, is a motivating factor in the employer’s action, unless the employer can prove that the action would have been taken in the absence of such person’s enforcement action, testimony, statement, assistance, participation, or exercise of a right.
(d) the prohibitions in subsections (a) and (b) shall apply to any position of employment, including a position that is described in section 4312 (d)(1)(c)
of this title.
1002.41 userra rights are not diminished because an employee holds a temporary, part-time, probationary, or seasonal employment position. however, an employer is not required to reemploy an employee if the employment he or she left to serve in the uniformed services was for a brief, nonrecurrent period and there is no reasonable expectation that the employment would have continued indefinitely or for a significant period. the employer bears the burden of proving this affirmative defense.
1002.85 (d) although userra does not specify how far in advance notice must be given to the employer, an employee should provide notice as far in advance as is reasonable under the circumstances