Military Leave

Military Duty

The firm provides leave of absence to all regular full-time and part-time employees for military or reserve duty in accordance with applicable state and federal laws. The firm will also follow and comply with all other requirements under the Uniform Services Employment and Reemployment Rights Act (USERRA). See http://www.osc.gov/userra.htm for more information.

Military Family (Caregiver and Qualifying Exigency)

The Family and Medical Leave Act (FMLA) provides a covered employee:

• Up to 12 weeks of unpaid time off, in a rolling 12-month look-back period. due to qualifying exigencies arising out of a family member’s call to active duty in the U.S. Armed Forces.
• To look after family members that include a spouse, child, parent, or next of kin of a covered service member with a serious injury or illness up to a total of 26 workweeks of unpaid time off. During a single 12-month period to care for the service member who is undergoing medical treatment, recuperation or therapy for serious injury or illness that occurred any time during the five years preceding the date of treatment.

You must notify your Manager and Unum of your need for leave as soon as practicable and, if possible, at least 30 days in advance. In addition, the following documentation is required:

Military Caregiver Leave: you must provide Certification of Health Care Provider verifying the service member’s serious health condition and the need for leave or a copy of an Invitational Travel Order (ITO) or Invitational Travel Authorization (ITA) issued to any member of the covered service member’s family.

Qualifying Exigency Leave: you must provide a copy of the covered military member’s active-duty orders and certification providing the appropriate facts related to the particular exigency for which leave is needed, including contact information if the leave involves meeting with a third party.

Intermittent or Reduced Schedule Time Off under Military Family Leave

If Unum approves your intermittent leave or reduced schedule, you must provide advance notice of your time off to your Manager and Unum, whenever possible. You are responsible for tracking your time off in the Unum portal, Carpe Diem and/or Workday to ensure you receive the proper budget credit (if applicable) and pay integration.

Non-Exempt Employees Only: You are required to use your available Paid Time Off (PTO) for intermittent time off. Once you have exhausted your PTO, time off will be unpaid.

Exempt Employees Only: please contact your leave administrator in Benefits-Firmwide.

Compensation During Military Leave

Military Duty

The firm will subsidize military pay up to 100% of current base salary for up to 6 weeks (30 days) in a calendar year. You must submit your military orders to Benefits-Firmwide in advance of your leave for compensation to be calculated accordingly. Military Duty Leave that exceeds 6 weeks (30 days) in a calendar year is generally unpaid. However, you may use available PTO. TOP-eligible employees must receive the approval of the Department Head and Chief Talent Officer. Please reference the firm’s TOP for additional details.

Military Family (Caregiver and Qualifying Exigency)

Generally, leave time taken under FMLA is unpaid. However, you are required to use any time off available to you during your military family leave, in the following order:

Exempt Timekeepers

Exempt Timekeepers