Scripps College is committed to protecting the job rights of employees absent on military leave. In accordance with federal and state law, it is College policy that no employee will be subjected to any form of discrimination on the basis of that employee’s membership in or obligation to perform service for any of the Uniformed Services of the United States. Specifically, no person will be denied employment, reemployment, promotion or other benefit of employment on the basis of such membership. Furthermore, no employee will be subjected to retaliation or adverse employment action because the employee has exercised his or her rights under this policy. If any employee believes that he or she has been subjected to discrimination in violation of this policy, the employee should immediately contact Office of Human Resources representative for assistance.
Employees directed to participate in extended military duties in the U.S. Armed Forces that exceed ten working days will be placed on unpaid military leave of absence for a period as long as five years. An employee called to active duty may elect to use any vacation time accrued before the beginning of their military service instead of unpaid leave. Before going on military leave, the employee must notify her/his supervisor, the Scripps College Human Resources Director and The Claremont College Benefits Administration Office. An employee is entitled to reemployment as long as the employee returns to work or applies for reemployment in a timely manner after conclusion of services and the employee has not separated from service with a disqualifying discharge or under other than honorable conditions. An employee eligible to be reemployed will be restored to the job and benefits the employee would have attained if not absent due to military service, or in some cases, a comparable job.
You may elect to continue your existing employer-based health plan coverage for you and your dependents for up to 24 months while in the military. You must make arrangements with the Benefits Office to continue to pay your premiums while on leave, otherwise coverage will stop. Even if you don’t elect to continue coverage during your military service, you have the right to be reinstated in your employer’s health plan when you are reemployed, generally without any waiting periods or exclusions (e.g., pre-existing condition exclusions) except for service-connected illnesses or injuries.
In accordance with California law, a member of the National Guard or Reserves is entitled to a temporary leave of absence without pay, not to exceed 17 days annually, for required training or similar duty. If you require time off for this purpose, inform your supervisor and the Office of Human Resources Representative.