MILITARY LEAVE OF ABSENCE (Policy)
Office of Origin: Human ResourcesÌý Ìý Ìý Ìý Ìý ÌýÌý
Responsibility: Executive Director, Human ResourcesÌý
Original Date Adopted: 10/25/22 (estimated)
Dates Reviewed: 10/25/22, 2/5/24, 10/22/25 (C), 4/21/26
Last Date Board Approved: 4/21/26
Â黨ÐÇ¿Õmv (the College) will grant leave to an employee called for active or reserveÌý military duty in compliance with the Uniformed Services Employment and Reemployment Rights Act (USERRA).
ELIGIBILITY
This policy applies to active employees who are called to active or reserve military duty. They will be granted a leave of absence for the duration of their service.Ìý
DURATION OF LEAVEÌý
Under USERRA eligible employees may take up to 5 years of cumulative leave for military service. Leave may be taken for active duty, training, or other required service.Ìý
EMPLOYEE NOTICE REQUIREMENTS
Employees must provide advance notice of military service when possible. Notice may be given verbally or in writing and must include the expected duration of leave for service. Human Resources will request documentation of military service but will not delay leave due to a lack of documentation (military orders) as outlined under USERRA.Ìý
COMPENSATION AND BENEFITS
Military leave is unpaid, unless otherwise required by State law. Employees may choose to use accrued vacation during military leave but are not required to do so under USERRA. Benefits may continue through COBRA for up to 24 months. Should the employee choose not to elect COBRA, benefits will be reinstated upon return to employment at the College.Ìý
REMPLOYMENT RIGHTSÌý
Employees returning from military leave will be reinstated to the position they would have held had they not been absent, with the same seniority, status and pay. Employees must report back to work or apply for reemployment as required by USERRA.Ìý
NON-DISCRIMINATIONÌý
The College prohibits discrimination or retaliation against employees due to their military service. Should an employee believe they have been subject to discrimination, they should contact Human Resources.Ìý
References:Ìý Section: Employee Rights and Benefits