Reemployment Rights Act. The parties to this Agreement shall comply with current applicable state and federal legislation regarding military service.
Reemployment Rights Act. Any member of the faculty may take a leave of absence for military service in the uniformed services of the United States, including the Oklahoma National Guard. A faculty member going on military leave shall give advance notice of the leave to the chief academic officer as soon as practical. If advance notice cannot be given because of military necessity or other circumstances, notice shall be given as soon as reasonable after the beginning of the military leave. Military leave shall be unpaid. During military leave which lasts for more than 30 days, a faculty member may elect to continue employee and dependent health insurance coverage, at the employee’s expense, for up to 180 days. Time spent on military leave shall be counted in calculating years of service for all purposes, including senior faculty status, promotion in rank, and time required to be eligible for paid leave. Upon termination of military service, a faculty member who makes a timely application for reemployment shall be reemployed by the University unless reemployment is impossible, unreasonable, or an undue hardship under the circumstances. A faculty member returning from a military leave lasting longer than thirty (30) days shall provide official, written documentation showing that he or she is entitled to reemployment and that the application for reemployment and that the application for reemployment is timely.
Reemployment Rights Act. The administrator, upon discharge, is entitled to reinstatement to his or her previous position or a position of like stature, provided the administrator makes application within 60 days after his or her discharge from such service, unless the administrator is discharged with a physical disability. In the event of a physical disability, a period of no longer than a year after discharge is extended to recuperate to the extent that the employee will be able to perform his or her previous responsibilities. No administrator is entitled to reinstatement in the event of dishonorable discharge. Upon reinstatement the administrator is entitled to any increases in compensation and to any promotion or advantage which would have accrued to the administrator had he or she continued in employment. However, the administrator will only be entitled to the sick leave accrued at the time of his or her entry into the armed forces. Administrators called to serve in the National Guard or Armed Forces Reserve are entitled to a leave of absence for their tours of duty. Administrators serving under this provision shall receive the difference between their military pay and what they would have earned had they not been called to service, and while on active duty. Pension contributions, as well as health and dental benefits will continue at the current administrator and employer share of the premium of the respective plan while on active duty. Administrators serving in the National Guard or as a Reservist, called to service for annual training to engage in military drill, training or other temporary duty will be entitled to not more than fifteen (15) days leave of absence with pay in any one year. An administrator will be required to give advance notice of leave, unless unable to provide advance notice due to military orders, and submit verification of leave orders as evidence of the amount of pay received.
Reemployment Rights Act. 15.9.1 Any employee who attends reserve military training shall be given a leave of absence of not more than two (2) weeks each year for such training.
Reemployment Rights Act. The parties to this Agreement shall 2 comply with current applicable state and federal legislation regarding
Reemployment Rights Act. Section 1. Recognition
