Armed Forces Leave

2.900 ARMED FORCES LEAVE

An employee who returns from service in the armed forces of the United States will be re-employed in accordance with Federal law in effect at that time. An employee who is a member of a military reserve unit or a member of the National Guard of North Carolina, and who attends a regular military training camp will be given necessary time off to attend such training. Accrued vacation time will not be affected in any way by reserve training.

Full-time employees of Guilford College who are called up for military service under federal or state law which necessitates their immediate departure from the campus but who do not intend to separate from employment with the College are granted the following privileges.

1. The position occupied by the employee will be held for that person's return immediately following the period of service.
2. For the pay period (semi-monthly or monthly) in which the call-up occurs, normal pay and benefits will be paid by the College.
3. Pay and benefits supported financially by the College will be discontinued beginning with the next pay period and extending until the person returns to Guilford College for full-time employment.
4. If the individual so chooses, certain benefits provided by the College may be continued while in service, with the employee paying for the cost of these benefits. Arrangements should be made through the Office of Human Resources.
5. Should the person return during a pay period, pay and benefits, as appropriate, will be pro-rated within that pay period based on the actual date of return.

An employee who is on leave for the annual two week reserve training will receive from the College a reduction of her or his base salary for that period. The reduction in pay will be only for the amount that the reservist receives in pay for completion of her or his reserve training.

Department managers have authority to grant a leave of absence to an employee to allow that employee to attend an armed forces training camp for not more than two weeks, plus necessary travel time.

For leaves in excess of two weeks, excluding travel time, department managers must secure approval from the Provost or her or his designee before granting the leave.