Human Resources Management Policy

Military Leave

Policy 22

NOTE: THIS POLICY, LIKE ALL OTHER MUSC HUMAN RESOURCES POLICIES, IS NOT A CONTRACT OF EMPLOYMENT AND SHOULD NOT BE RELIED UPON AS SUCH. THIS POLICY MAY BE CHANGED AT ANY TIME BY THE MEDICAL UNIVERSITY OF SOUTH CAROLINA.

  1. POLICY
    Medical University employees who are inducted into the Armed Forces for a regular tour of duty or who enlist in the Ready Reserve for active duty training are entitled to reemployment rights. Employees who are members of the South Carolina National Guard or an active reserve unit are entitled to paid leave. These rights are in accordance with applicable Federal and State regulations and are outlined below.

  2. INFORMATION AND PROCEDURES
    1. Employees who enlist or are inducted into the Armed Forces for a regular tour of active duty have full reemployment rights for up to five years under the following conditions:
      1. That the employee can present a separation document showing satisfactory completion of service;
      2. That the employee report for reemployment within 90 days of separation from active duty;
      3. That the employee be reemployed in a position with similar seniority status and pay, without competition;
      4. That the employee be given seniority credit for time in service;
      5. That the employee cannot be discharged without cause for one year after reemployment.
    2. Employees who enlist in the Ready Reserve for an active duty training period are entitled to reemployment rights under the same conditions as stated above with the following exceptions:
      1. That the employee applies for reinstatement within 31 days after release from training duty;
      2. That the employee cannot be discharged without cause--for six months after reemployment.
    3. Employees who are members of the South Carolina National Guard or an active reserve unit of a military service will be given up to 15 work days leave without charge against earned leave or loss of pay to meet the federal minimum annual training requirements within a calendar year, or fiscal year if the National Guard or reserve component credits training requirements on a fiscal year basis. However, while a 15 day maximum is allowed, it does not entitle an employee to take the full 15 days leave if it is to include training which is supplemental to the minimum requirements of the service component. The first 15 days Military Leave (taken consecutively or intermittently) during a calendar or fiscal year are to be charged as that which is required and the employee will be compensated for only the number of days scheduled to work at the Medical University during this period. Thirty additional days will be granted without charge against earned leave or loss of pay when called to active duty for State or national emergencies.
      1. Employees scheduled for Military leave as described in paragraph C (above) are to present a copy of their official orders to their supervisor for approval. The supervisor is to forward one copy of the orders to the Records Section of the Department of Human Resources Management for inclusion in the employee's personnel file.
      2. When Military Leave is taken as described above, proper documentation that the employee is on Military Leave is to be made on the Department Time Summary or time card.

       

Approved by: Information Contact Revised
Marion E. Woodbury

Vice President for Finance & Administration

Classification and Compensation Section August 1990