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Employment, Workplace Rules, Benefits and Governmental Notices

Leave, Military

Scope

Benefits eligible employees

Policy Statement

Eligible employees ordered to report to, or who volunteer for, active duty in the National Guard or Reserves or Armed Forces will continue to accrue service credit and, with certain exceptions, have guaranteed reinstatement to work in accordance with the Uniformed Services Employment Reemployment Rights Act (“USERRA”). In addition, benefits eligible employees called to, or who volunteer for, active duty will be entitled to be paid the difference between their University pay and their military pay for up to ten days, provided they have not already used their ten day allotment for military service in the same fiscal year.

Offers of employment may not be rescinded because of military obligation if the appointment has already been offered and accepted.

Benefits eligibility for those on military leave and their dependents is as follows.

Continued benefits (for such period as is specified by the Office of Human Resources):

  • Medical, Dental, Supplemental Life/Supplemental Accidental Death and Dismemberment (AD&D) and MetLife Home and Auto Insurance coverages will be maintained, provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. As there are limitations in out-of-network coverage under the SUOrange program, eligible individuals participating in SUOrange may switch to SUBlue or SUPro, providing all applicable requirements of the plans are met.

  • Basic Life Insurance ($10,000 for eligible staff, $50,000 for eligible faculty)

  • Remitted Tuition and Dependent Tuition

  • TIAA-CREF retirement. Upon an eligible employee's reemployment, the University will make up any missed contributions to the plan that would have been made had the employee not been on military leave. Further, upon reemployment, an eligible employee will be provided an opportunity to make up any elected deferrals missed as a result of military leave. Any eligible employee make-up contributions must be made, starting at the date of reemployment, within a period consisting of three times the length of military leave, not to exceed five (5) years.

  • Vacation, Floating Holidays, and Personal Days. During military leave, eligible employees are entitled to use any vacation, floating holidays or personal days accrued prior to the commencement of military leave in the same manner as such days can be used by an eligible employee who is on a non-military leave. Paid time off will not continue to accrue during military leave of absence. The time spent on military leave will be counted towards the eligible employee's length of service in calculating future paid time off, providing the eligible employee returns to work in accordance with USERRA provisions.

  • In memoriam gift death benefit

  • Adoption assistance

  • Faculty and Staff Assistance Program (FSAP)

  • Day care referrals (through FSAP)

  • Credit Union services

  • Recreation Services (dependent ID card required)

  • Athletic discounts

  • SU Bookstore discounts (dependent ID card required)

  • Library access and borrowing privileges (dependent ID card required)

Continued benefits that are limited in scope:

  • Salary Continuation (Disability benefits) - Exempt Employees. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan. There is no coverage for disabilities resulting from an “act of war.” Please see that plan for details.

  • Disability Benefits - Non-Exempt Employees. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan. There is no coverage for injuries and sickness resulting from an “act of war.” Benefits are payable under the University's disability benefits plan for a maximum of twenty-six (26) weeks. Please see that plan for details.

  • Voluntary Group Long Term Disability Insurance. Eligibility for coverage for an eligible employee's sickness or injury will be determined in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. There is no coverage for disabilities resulting from an “act of war.” Please see that plan for details.

  • Long Term Care Insurance. Coverage remains in effect in the same manner as for an eligible employee who is provided a non-military leave of absence under the plan provided the eligible employee continues to make premium payments as if he or she were actively employed by the University and satisfies the other applicable plan or policy provisions. There is no coverage for injury or disabilities resulting from an “act of war.” Please see that plan for details.

  • Basic Accidental Death and Dismemberment ($3,000 for eligible employees). Coverage remains in effect in the same manner as for an eligible employee who is on a non-military leave of absence under the plan. There is no coverage for claims resulting from an “act of war.” Please see that plan for details.

  • Pre-Tax Reimbursement Accounts for health or dependent care. An eligible employee will be able to continue to submit claims under the health and dependent care reimbursement plans while on military leave to the same extent that an eligible employee who is on a non-military leave of absence is permitted to do so under the plans. In certain instances under the health care reimbursement plan, claims may still be submitted up to the amount the eligible employee elected for the year in which the military leave occurs, provided that the eligible employee continues to pay, on a post-tax basis, the amount that would have been withheld pre-tax from his/her paycheck if the eligible employee had been receiving compensation from the University. Upon commencing military service leave, an eligible employee may change his/her elections under the plans. However, a new election may not be made while on leave.

An employee’s right to receive University benefits during a military leave will be subject to such terms and conditions as are specified in the applicable University plan or policy. Call Human Resources for additional information.

Policy Administration

Links to Procedures and Related Information

Amended: November 2006


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