SUPERVISOR FACT SHEET
NDSU MILITARY LEAVE RESERVISTS CALLED TO ACTION
NDSU Policy 146 Military Leave

Employee’s Benefits:
Ensure that employee schedules a meeting with Brittnee Steckler, Benefits Coordinator, 231-8965 in regards to their benefits and the NDUS Military Leave Policy.

• Employee will be given the option to continue the benefits and to establish billing information.
• The dates of pay for Military Leave will be determined upon completion of the necessary paperwork and submission of their MILITARY ORDERS.

Payroll 101 form needs to be submitted. Check Leave of absence w/o pay and indicate in Remarks due to military leave. Please work with Brittnee or Tricia Johnson, Payroll Manager, to determine the appropriate effective date.

Reemployment Requirement:
In accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA), NDSU will provide for reemployment of personnel who are on military leave. Employees are entitled to seniority, seniority-related benefits (including pension), status and rate of pay as if they were continuously employed during the military absence.

USERRA provides for employees returning from military service must be reemployed in the job that they would have attained had they not been absent for military service and with their seniority, status and pay, as well as other rights and benefits determined by seniority.

Health Insurance: paid for one full month following the effective date.

Annual Leave: will cease when paid time ceases, but the military leave will count towards the accrual rate.

Sick Leave: accrual and ability to use will cease when paid time ends.

Responsibility Review: due date will be changed to the following year and should be reviewed for appropriateness after the employee returns from military leave.

Options for position’s responsibilities to be performed during the employee’s absence:

• Reorganization of work responsibilities with remaining employees; Per Policy 120.6.4, employees may qualify for a salary increase due to a substantial, documented reassignment or change in the employee’s duties/responsibilities.
  
• Hire an employee for defined appointment:
  A formal search process: submit a Personnel Requisition (4000-7000) or Request to Recruit (1000,3000) with the position description; appointment ends with the return of person from military service. Exception from recruitment authorized by the President, per Policy 103.6: appointment ends with the return of person from military service and cannot be placed into another position without going through the official search process.
  
• Part-time timeslip position: a position working less than 17.5 hours per week for less than five months per year per Policy 1012.2; can only work for 4 months in a rolling calendar year more than 17.5 hours per week.
  
• Payroll an employee through a temporary agency

Website: www.esgr.org/ Employer Support of the Guard and Reserve