The Uniformed Services Employment and Reemployment Rights Act (USERRA) is a federal law that establishes rights and responsibilities for uniformed service members and their civilian employers. It is the College’s policy and intent to fully comply with USERRA and any related state laws with respect to leaves of absence, health coverage, reemployment, disabilities incurred or aggravated during uniformed service, non-discrimination and non-retaliation, and other covered matters. Specifically, the College will not deny employment, reemployment, retention in employment, promotion, or any benefit of employment to an individual due to uniformed service, and will not tolerate discrimination or retaliation due to uniformed service. 

Employees must provide adequate advance notice to the College of their need for military leave, preferably at least thirty (30) days in advance and in writing, except where such advance notice is impossible or unreasonable. Barring any exception outlined in USERRA or related state laws, employees will be eligible for reemployment after uniformed service provided they satisfy USERRA’s reinstatement requirements.

For more specific information about service-related leave and other rights and obligations related to service in the uniformed services, contact the Human Resources Office.

Vacation and Sick time Accrual on Leave
Employees will not accrue vacation and sick time while on Leave. Except as otherwise provided by law, time spent on Unpaid Leave will not be counted as time employed determining an employee’s eligibility for benefits that accrue on the basis of length of employment. 

Communication
While on Extended or Unpaid Leave, employees are required to report periodically, at least every thirty (30) days, to Human Resources regarding the status of their leave, as applicable, and their intent to return to work. Employees may be required to provide satisfactory evidence substantiating their need for continued leave if applicable.