Leave for Military Service Sample Clauses
The Leave for Military Service clause grants employees the right to take a leave of absence from their job to fulfill mandatory military duties. Typically, this clause outlines the process for notifying the employer, the duration of leave permitted, and the employee’s rights regarding reinstatement upon return. Its core function is to protect employees from job loss due to military obligations, ensuring compliance with applicable laws and supporting workforce stability during periods of service.
Leave for Military Service. Members of the Union called up for the Military, Air Force or Naval Services, Red Cross or other combat relief service of Canada during the life of this Agreement will be considered on leave of absence and be returned to their former position upon honourable discharge from the service, provided they are physically and mentally capable and make application within two (2) months.
Leave for Military Service. Employees entering into military service shall be treated in accordance with the Federal and State laws protecting the employment rights of veterans.
Leave for Military Service. A. Leaves without pay for periods of required military service shall be considered as equivalent to the same period spent on regular employment. The employee's seniority shall continue during such leave.
Leave for Military Service. Once an employee has been scheduled for military service the Department is required to approve leave for the employee to complete their service commitment.
1. Employees are allowed, but not required, to use accrued leave credits (other than sick leave) to complete their military service commitment. Employees may, at their discretion, elect to take a leave without pay while performing military service.
2. The employee must actually attend and complete the military service on the scheduled dates. The employee shall not obtain approval to fulfill military service obligations on a Saturday and/or Sunday, then complete his/her military obligation (without the department’s knowledge) on the employee’s RDOs (if other than Saturday and/or Sunday), and then use the pre-approved Saturday and/or Sunday leave for non-military, personal reasons. If an employee fails to notify management that the time on the weekend is no longer required for attendance at a military obligation, and still takes the time off, the employee may be subject to discipline. For example, an employee’s RDOs are Tuesday/Wednesday and they are scheduled to attend a weekend reserve drill on Saturday/Sunday. Then this employee subsequently fulfills their drill obligation by attending pre-drill or post-drill on their RDOs on Tuesday/Wednesday. This employee is then required to notify State management of this change as soon as possible. Authorization to use leave credits to cover the Saturday/Sunday drill period is thus automatically rescinded.
3. Upon request, an employee who is scheduled for a reserve drill period will have their schedule accommodated for the workweek in which the reserve drill period is scheduled such that their shift and Regular Days Off (RDOs) will coincide with the scheduled reserve drill period. The employee will be afforded the opportunity to move to second watch or stay on current watch (e.g., BU6 employee has RDOs on Tuesdays and Wednesdays. The employee is then scheduled for their reserve drill obligation on Friday and Saturday. So the employee does not have to burn their own time/accrued leave, the department is willing to change the employee’s RDOs upon the employee’s request from T/W to F/S for that week).
Leave for Military Service. 11.11.1 Any employee who is on temporary military leave of absence and who has been in the service of Napa Valley Community College District for a period of not less than one year immediately prior to the day on which the absence begins shall be entitled to receive his/her salary from Napa Valley Community College District for up to one month of any such absence. Employee shall be entitled to receive all rights and benefits afforded by California Education Code 87018, and Military and Veterans’ Code Section 395. Pay for such purposes shall not exceed one month (30 days) in any one fiscal year.
11.11.2 Employee shall be required to request military leaves in writing and supply the District with orders and status reports.
Leave for Military Service. Military leave of absence will be granted upon presentation of military orders for active duty and a written request from the employee stating dates of required military service. The ▇▇-▇▇ Board supports the responsibility of its employees to respond to military obligations. The Board of Education will provide the following salary and benefits to employees called up for active duty upon presentation of military orders to the Human Resource Office.
Leave for Military Service. Residents who are called to military service and whose normal weekly pay exceeds any military service pay will be offered a pay differential. Eligible employees are required to submit a copy of their military leave earnings statement for the covered period. For up to thirty (30) days of military leave, health insurance coverage will continue. For thirty- one (31) or more days, Residents may elect to continue health coverage with UVMMC at their own cost for a period of up to two (2) years. Absence from the training program to meet military service obligations must be communicated to the program director and/or department with as much notice as possible. Residents who leave employment to perform military service will be entitled to reemployment consistent with the Uniformed Services Employment and Reemployment Rights Act (USERRA).
Leave for Military Service. Leave for military service shall be granted in accordance with the School Laws of Oklahoma.
Leave for Military Service. 17.1 An employee shall be entitled to any leave for military service as provided by law and shall retain all rights and privileges granted by law arising out of the exercise of leave for military service.
Leave for Military Service. LEAVE FOR JURY DUTY OR AS FOR CROWN GENERAL LIMITATION ON LEAVES OF ABSENCE., MULTIPLE APPLICATIONS FOR LEAVES OF ABSENCE MISCELLANEOUS EMPLOYEE ENTITLEMENTS PROTECTED WORKING CONDITIONS CAFETERIA, KITCHEN AND DINING LOUNGE MEAL ALLOWANCE EMPLOYEE ATTENDANCE AT STAFF EMPLOYEES RETURNING TO WORK AFTER ILLNESS OR INJURY NO INDIVIDUAL CONTRACTS OR A G R E E M E N T S HEALTH LAWS AND LOCKUP FACILITIES F O R E M P L O Y E E S COMPENSATION TO EMPLOYEES ENFORCEMENT OF HOUSE RULES FOR PATRONS . SEVERANCE PAY: DELTA PACIFIC RESORT CONFERENCE CENTRE, DELTA VANCOUVER AIRPORT HOTEL MARINA, HYATT REGENCY VANCOUVER SEVERANCE PAY: FOUR SEASONS HOTEL, HOLIDAY VANCOUVER CENTRE, RENAISSANCE VANCOUVER HOTEL HARBOURSIDE, THE SUCCESSOR OWNER OBLIGATION LIMITATION ON EMPLOYEE E N T I T L E M E N T S INDUSTRIAL FIRST AID TRAINING OF E M P L O Y E E S ARTICLE EMPLOYEE CONDUCT AND DRESS HOUSE RULES GOVERNING CONDUCT O F E M P L O Y E E S CONTROL OF ABSENTEEISM AUTHORITY CHEQUES AND CREDIT UNIFORM MODE OF DRESS UNCONVENTIONAL MODE OF DRESS S P E C I A L U N I F O R M S TELEPHONE AND MAILING ACCESS LIQUOR CONTROL LEGISLATION AND R E G U L A T I O N S EMPLOYEES SERVING LIQUOR CHANGES REGULATIONS ARTICLE AND OF E M P L O Y E E S AND DISCHARGE OF E M P L O Y E E S