Agenda - 06-15-2010 - 4y - Laserfiche WebLink

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Current Article IV, Section 15.0 Military Leave 15.0 Military Leave 15.1 Short Term - A Military Leave is granted upon request, and with essential documentation, to a full -time permanent or part-time permanent employee requiring time away from work because of a mandatory military obligation as a member of the armed forces reserve units. 15.1.1 Leave with pay, up to a maximum of 96 regularly scheduled working hours in a calendar year, (for part-time permanent employees hours will be prorated) is granted for a mandatory summer encampment. The first day of such leave is the first regularly scheduled workday the employee is absent. The employee retains military pay. However, the salary payment which the employee receives from the military shall be deducted from the sum paid by the County. 15.1.2 Leave with pay is granted to member of the Army or Air National Guard, and Naval Militia, Civil Air Patrol or other reserve components of the Armed Forces of the United States, ordered to active duty or emergency assignments. 15.1.3 The employee submits any request for Military leave, accompanied by a copy of the military orders to the supervisor for approval as soon as possible after the employee is notified. 15.2 Long Term - A Military Leave of Absence is granted upon request, and with essential documentation, to a full -time permanent or part-time permanent employee who enlists, is drafted or inducted into the Armed Forces for one voluntary enlistment in the active or reserve armed forces. 15.2.1 Military Leave without pay is granted for up to four years plus 90 days. However, extension is granted for the duration of such service in the event of a national emergency. 15.2.2 An employee who is honorably discharged and reports back to work in a timely way from Military leave is reinstated to his or her regular position and duties held at the time Military Leave commenced, as specified in the Veteran's Readjustment Assistance Act. 15.3 Reinstatement to the same or similar classification, seniority, and pay must be made upon the employee's return to work, unless such a position is no longer available due to budgetary reduction in staff. An employee is required to apply to Orange County for reinstatement within 90 days of honorable discharge.