Military leaves are governed by federal and state law, and will be treated in accordance with applicable regulations. Generally, such leaves include National Guard and Reserve duty, and must be granted. Where reasonably possible, employees must give advance notice that he/she will be taking a military leave of absence.
Full-time and part-time employees with benefits will be paid the difference between their military base pay (not including allowances) and their normal straight time salary for up to 10 days each calendar year. Such employees will submit a receipt or certification of their military pay to Human
Resources. An employee may use his/her vacation time for the purpose of military duty.
During the period of leave, the employee will retain his/her previously earned seniority, vacation and sick time, but no additional benefits shall accrue. Employees honorably-discharged from military service are entitled to reinstatement to their former positions upon returning from military leave.
Commentary (if any):
WARNING: Do NOT simply adopt a policy or add it to your handbook or manual without consulting with a qualified HR professional or employment lawyer. A sample policy may not be proper or even lawful in your particular situation. You’ve been warned.