Policy Number: HR-34
Effective Date: July 2002
Revisions: June 2002, July 2000
Responsible Officer: Senior Vice President of Student Life & Administrative Services
This policy was established to describe the University's position regarding employees who request a leave of absence in order to satisfy a military obligation.
The University supports and accommodates employees who volunteer or who are called to serve military obligations (voluntary or involuntary) in the Armed Services of the United States or any of the reserve components of these services. Leaves of absence in these cases will be governed in accordance with applicable law.
Military Leaves will be granted to regular and contractual employees.
Military Leave is defined as an employee's absence from work for military/reserve service with one of the uniformed services of the United States.
- Employees who enlist or who are called to active military service should submit a written request to his/her supervisor in advance with a copy of their orders to report to duty.
- Employees who enlist or who are called to active military service will not receive University pay or University-paid benefits during the time they are on active duty. However, health insurance coverage will be continued for thirty (30) days from the date the leave begins, and employees may be eligible to suspend retirement plan loan repayments during military leave. Salary is not continued during military leave; however, employees may use vacation time to the extent they have accrued time available.
- Employees returning to work may be eligible to make retirement plan contributions up to the amounts that could have been made during their leave and also have the University match make-up contributions at the rate that would have applied under the plan in accordance with current plan provisions.
- The employee will return to work under conditions set forth in applicable law.
- Absences due to military leave will not be included when considering an employee's attendance record. These absences should be documented, but should not be considered as an occurrence when determining absenteeism/lateness for as outlined in the attendance policy.
Inquiries regarding this policy can be directed to the Human Resources Department.