Military Leave Policy

Process Owner

Senior Executive of Human Resources

Purpose

To define the proper administration of GovCAG’s Military Leave of Absence policy.

Definitions

Military Leave – leave from work with GovCAG to serve and/or train under order in any of the following; Army, Navy, Air Force, Marines, Coast Guard, National Guard, and Reserves.

Military Leave Annual Training – Active Military Leave for training that does not exceed ten (10) working days or eighty (80) hours in a calendar year. The days may not necessarily be consecutive.

Supplemental Pay Benefit – A wage supplement equal to the amount by which GovCAG’s base pay to a covered employee exceeds the military rate of pay to the covered employee during periods of Military Leave. Only base pay should be considered in the calculation of Supplemental Pay Benefits; allowances for uniforms, overseas stationing, and the like should not be considered.

Base Pay – The hourly pay component of compensation as computed on the basis of a 40 hour work week (non-exempt) or 80 hour pay period (exempt).

Policy

GovCAG supports the fulfillment of our employee’s military obligations in accordance with legal requirements and through provision of other benefits.

GovCAG will provide a Supplemental Pay Benefit for up to 10 working days or 80 hours Military Leave Annual Training per calendar year. Supplemental Pay Benefits may be extended up to a maximum of 20 working days or 160 hours with Business Unit President or Corporate Officer approval.

In time of war or national emergency, GovCAG will provide Supplemental Pay Benefits to those Reserve or National Guard employees who are involuntarily called to active duty to serve in the Reserves or National Guard up to three (3) months with the option of up to nine (9) months (inclusive of the twenty (20) working days authorized above).

Responsibilities

Employees are responsible for promptly informing their GovCAG supervisors of their need to take Military Leave pursuant to orders.

Supervisors should coordinate with Business Unit Human Resources to determine how an employee’s Military Leave is classified under GovCAG’s policy and procedure. Supervisors should coordinate with Human Resources on the proper administration of Supplemental Pay Benefits.

Human Resources is responsible for processing the Military Leave and coordinating with Payroll for proper payment when applicable. Corporate Human Resources should approve all paperwork prior to any payment of Supplemental Pay Benefits.