To qualify for military leave, the employee must provide advance written or verbal notice of their upcoming military service or training.
If an employee may require military leave, talk with them about their responsibilities. Work together to ensure a seamless transition so a sudden mobilization or deployment won’t leave you scrambling. This way, you’ll have a backup plan ready to keep work running smoothly.
Understanding your role as an HR leader during military leave is crucial. Get familiar with military leave laws and regulations so you can confidently guide both the employee and the team.
While employees are away on military leave, keep them in the loop with business updates. This can help them feel connected and appreciated during their service. Stay focused on general company news rather than updates on new responsibilities or roles.
It's essential to have a plan for the employee’s reintegration when their military leave is over. Reach out to them to discuss their return to the team, what to expect, what support they may need, and whether training or retraining will be necessary. This can ensure a smooth transition back to work.
Employees who leave their civilian jobs for voluntary or involuntary military service have the legal right to be reinstated in their former positions upon their return from duty. This reinstatement ensures they’re placed in a comparable position with similar compensation and benefits.
These laws protect the rights of employees who serve in the military, ensuring they receive the necessary leave of absence and are reinstated to their positions upon their return.
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