Hide Checkmark into the Military Leave Policy and eSign it in minutes

Aug 6th, 2022
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How to Hide Checkmark into the Military Leave Policy

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the broadcast is now starting all attendees are in listen-only mode hello everyone good afternoon or good morning Im Anna Hobson the marketing manager at the American Chamber of Commerce resources as well as HR simple we would like to welcome you to todays webinar military leave todays webinar will be about 60 minutes long and at the end we will provide Sherman HR CI codes those will be put up on the screen for you if you do have any questions theres a question area and the chat box we will be answering questions during the end of the presentation if you need to go over the webinar again it will be posted to our YouTube page which is under the name HR simple todays speaker is Trevor and he represents employers in traditional labor law and employment law matters with the specialized labor practice and focus and the negotiation of collective bargaining agreements contract administration arbitration and representation before state and federal agencies Trevor is actively involved with

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5 U.S.C. 6323 (a) provides 15 days per fiscal year for active duty, active duty training, and inactive duty training. An employee can carry over a maximum of 15 days into the next fiscal year.
However, an employer should not ask an applicant the reason he or she was discharged from the military or request to see military discharge papers (DD-214), except when directly related to the job or to determine veterans preference.
Leave is an earned benefit not a privilege. Therefore the only person that can revoke your leave status and return you to duty is the commander granting the leave. Your leader can request your leave be cancelled.
When may an employer require an employee to provide documentation of military service? After periods of military leave of absence for more than 30 days, the employer has the right to request such documentation, which can be used to establish the employees basic eligibility for protection under USERRA.
Generally, only public employers are required to pay for any part of military leave. Private employers may grant annual leave with or without pay and may pay for all or part of the leave. In the case of active duty leave, the employer may adopt a policy of paying the difference between civilian pay and military pay.
To obtain information about an applicants military service, an employer is permitted to make inquiries on the dates of military service, duties performed, rank during service at the time of discharge, pay during service and at the time of discharge, training received, and work experience.
You dont have a right of refusal for military leave and cannot take any adverse action against the service member, or threaten to take adverse action, for leaving for service.
USERRA requires an employer to allow an individual to use earned vacation credits while absent for service, providing that usage is at the employees request.

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