College Policy Number/Title:

• 63.08  Employee Leave

Reserve Duty

Howard Community College grants all full and part-time, budgeted employees who are members of the National Guard or United States Army, Navy, Marine, Coast Guard or Air Force Reserves a maximum of 15 days of military leave per calendar year without loss of pay, service accrual or rating for authorized military training sessions.  Employees should make every effort to coordinate the tour of duty so that it results in as little inconvenience to the college as possible.  A "Request for Leave" form accompanied by a copy of the military orders and salary authorization specifying the duration of the training session and compensation shall be approved by the required administrators.  The employee shall be paid the difference between the base salary the employee normally earns at the college and the pay received from the military.  The figures used are the pre-tax rates and do not include overtime.  If the employee elects to use annual leave while on military training duty, the regular college pay shall be paid for each day of the annual leave taken and will not be reduced by the military pay.  Use of annual leave is voluntary.

Active Duty

Employees who are called to active military duty will be protected in their civilian employment and provided an opportunity to return to the original or similar position with no loss of seniority, status or pay if they are still qualified to fill the position.  The employee is not required to request a leave of absence or to notify the college prior to leaving for active duty in order to be entitled to this protection; however, the college would appreciate advance notification if this is possible.  Employees called to active military duty have the option of continuing college health, dental, and other benefits (if allowed by the plans and if notice is given), or electing military coverage only.  If the employee elects to continue benefits through the college, the college may continue to contribute to benefits coverage at the discretion of the president.

If the individual no longer qualifies for the former position, a reasonable period of time will be allowed for the individual to become requalified.  If an employee is unable to perform in the same position because of a disability received while on active duty, a position which can be performed will be provided with like seniority, status and pay, unless the circumstances at Howard Community College have changed to the point where it is impossible or unreasonable to do so.  To be reinstated, the employee must have an honorable discharge and must apply within 90 days if a member of the U.S. Army, Navy, Air Force, Coast Guard or Marine Reserves; or release from hospitalization lasting not more than one year following discharge; or within 30 days if a member of the National Guard.  Requests for reinstatement must be accompanied by a copy of the DD-214 or other official discharge document.  The employee will be given the status of employment which would have been attained had the employment not been interrupted by military service.

Individuals released from active duty who do not intend to seek reemployment are requested to notify the college as soon as possible.