2017 Flash Global Employee Handbook FINAL

MILITARY LEAVE UNDER USERRA
Employees who serve in U.S. or state military organizations may take the necessary time off to fulfill their military obligations, and
will retain all of their legal rights for continued employment in accordance with the Uniformed Services Employment and
Reemployment Rights Act (USERRA) and applicable state law.
A leave of absence without pay for military or reserve duty is granted to all employees. If an employee is called to active military
duty or the reserve or National Guard training, or if an employee volunteers for the same, the employee should submit copies of
military orders to the onside supervisor as soon as possible. In addition, employees may apply any unused PTO time to the leave if
they wish; however, they are not obliged to do so.
Continuation of health insurance benefits is available as required by USERRA and applicable state law based on the length of the
leave and subject to the terms, conditions and limitations of the applicable plans for which the employee is otherwise eligible.
Employees returning from military leave will be placed in the position they would have attained had they remained continuously
employed or a comparable one depending on the length of military service in accordance with USERRA and applicable state law.
They will be treated as though they were continuously employed for purposes of determining benefits based on length of service.
All employees must notify their manager as soon as they are aware of the dates they will be on duty so that arrangements can be
made for replacement during this absence. Employees must return to work as soon as possible after completion of their service
consistent with USERRA and applicable state law.
(For State Specific Policies on this topic, please see Addendum #2- Military Leave)
E M P L O Y E E H A N D B O O K
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