EmployEE Handbook - Marymount University

Jury or Witness Duty
Required time off with pay for jury or witness duty is granted to all employees in
accordance with applicable law. In order for leave to be approved and paid, the employee
must present a copy of a subpoena, jury certificate, or court order upon receipt, well in
advance of the leave period. Regular, part-time employees are paid only for hours for
which they are regularly scheduled to work.
Military Leave
A military leave of absence will be granted to employees who are absent from work
because of service in the U.S. uniformed services in accordance with the Uniformed
Services Employment and Reemployment Rights Act (USERRA). Advance notice
of military service is required, unless military necessity prevents such notice or it is
otherwise impossible or unreasonable. Provided that employees comply with these and
certain other requirements, their jobs will be guaranteed for their return for up to five
years of military service.
Marymount may not be required to reinstate an employee after military service if the
employee is dishonorably discharged, or if the University has experienced such changes
in circumstances that reemployment is impossible or unreasonable, or would create an
undue hardship. Also, employees who work only for brief, non-recurrent periods prior to
taking military service may not be entitled to reinstatement.
Military leave with pay is granted by Marymount for 15 calendar days per year, in
accordance with applicable law. To receive leave, one must provide official copies of
applicable military orders and pay vouchers. Leaves of absence without pay are granted
for additional required military or reserve duty if proper documentation is presented.
Eligibility for leave and reinstatement after required military duty or training is
determined in accordance with applicable law.
Marymount will continue health insurance benefits for employees engaged in military
service under the same conditions as apply to other types of leaves of absence. Such
benefits may terminate in accordance with the benefit plan documents. However, COBRA
continuation coverage will be provided in that circumstance, which the employee may
elect for up to 24 months.
Benefit accruals, such as vacation, sick leave or holiday benefits, will be suspended
during the leave and will resume upon the employee’s return to active employment.
Employees on military leave for up to 30 days are required to return to work for the first
regularly scheduled workday after the end of service, allowing reasonable travel time.
Employees on longer military leave must apply for reinstatement in accordance with
USERRA and all applicable state laws.
Employees returning from military leave will be placed in the position they would have
attained but for the military service, unless they are not qualified for the position. They
will be treated as though they were continuously employed for purposes of determining
benefits based on length of service. Contact the Office of Human Resource Services
for more information or questions about military leave.
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