Military Leave of Absence

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Military Leave of Absence

Employees who leave the company for the purpose of performing military service or undergoing military training for a branch of the Armed Forces of the United States are eligible for full employment restoration provided they make proper application for re- employment and meet other eligibility criteria as established by State and Federal statues. Veterans and reservists who are eligible for full employment restoration shall be considered as having been on military leave of absence during their period of service for purposes of employment rights and privileges and shall be eligible to have their employment with the company restored.

Procedure:

1. Notifying the Company of the intent to serve: An employee who has received written or verbal military orders should notify their direct manager immediately. Copies of the orders (if available) should be given to the Human Resources Department. If the military leave of absence is to extend beyond 30 days, the Company will require copies of the military orders to establish the employee's basic eligibility for protection under USERRA (Uniformed Services Employment and Reemployment Rights Act).

2. Eligibility for Employment Restoration: A veteran or reservist shall be required to meet the following criteria to be eligible for full employment restoration with the Company:

B. Active Duty Served: There is a 5-year cumulative service limit on the amount of voluntary/involuntary military leave an employee can use and still retain re-employment rights. This 5-year total does not include: inactive duty training (drills); annual training; involuntary recalls to or retention on active duty; voluntary or involuntary active duty in support of war, national emergency, or certain operational missions; or additional training requirements determined and certified in writing by the Service Secretary and considered to be necessary for professional development or for completion of skill training or retraining.

C. Discharge from Active Duty: The employee satisfactorily completed active duty service and their release/discharge was "honorable", "general" or "under honorable conditions".

D. Request for Re-employment: The employee should contact the Company and request re-employment as soon as possible. Time limits for returning to work depend on the duration of the orders. The rules are as follows:

Service of 1 to 30 days: the beginning of the next regular scheduled work period on the first full day following completion of service and expiration of an 8 hour rest period following safe transportation home.

Service of 31 to 180 days: application for reinstatement must be submitted not later than 14 days after completion of military duty.

Service of 181 or more days: application for reinstatement must be submitted not later than 90 days after completion of military duty.

(Extension for up to 2 years may be applicable to employees who are convalescing due to a disability incurred or aggravated during military service.)

3. Benefits:

B. Accrue Vacation/Sick Leave: No vacation or sick leave will accrue while the employee is on military leave. Any accrued vacation leave on record will be paid out to the employee if their leave is to extend beyond 30 days.

C. Employment Status: Employee will be given the same employment/seniority status with regards to length of service for the purposes of leave accrual and vesting in the 401(K) Plan.

D. 401(k): The employee is allowed to contribute into the 401(k) plan any amount that would have been contributed had the employee not been absent due to a military leave of absence.

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