Military Service.pdf

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 22.105 MILITARY SERVICE Revised: March 1, 2017 I. PURPOSE: This departmental standards directive addresses Department employees who serve in the reserve components of the United States Military and the National Guard. II. PO...

BOCA RATON POLICE SERVICES DEPARTMENT Departmental Standards Directive 22.105 MILITARY SERVICE Revised: March 1, 2017 I. PURPOSE: This departmental standards directive addresses Department employees who serve in the reserve components of the United States Military and the National Guard. II. POLICY: The City of Boca Raton and the Police Services Department fully support our employees who are members of the National Guard and military reserves. The Department will ensure compliance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) and all applicable state statutes, which protect job rights and benefits for reserve and guard members. III. CITY OF BOCA RATON MILITARY LEAVE POLICY: A. Full-time employees in the City service who are members of military reserve units and who must attend annual training sessions are entitled to leave of absence with full pay. The City of Boca Raton, pursuant to FSS Chapter 115, grants up to thirty (30) days leave with pay each calendar year in order that such employees may fulfill their military obligations. Full-time employees in the City service who are called to perform military service shall be granted leave of absence for such service in accordance with the provisions of Florida Law. B. Additionally, full-time employees of the City who are called to active military duty, and who can demonstrate that they are required by their orders to remain in active military duty, shall receive a salary supplement. The supplement shall be equal to the difference between the employee's City base pay and their military base pay if the employee qualifies. The supplement will not be paid if the military pay is greater. The supplement may be paid only after the employee has expended the thirty-day supplement provided for by FSS Chapter 115. The supplement shall in no event continue for more than twenty-four (24) months. C. All full employees are covered by the above stated military leave policy. D. Under the Uniformed Services Employment and Reemployment Rights Act (USERRA) of 1994, revised, an employee is entitled to reemployment upon separation from the military service, provided the employee has: 1. Notified his or her supervisor of an intention to return to work in accordance with the Act's provisions Effective: May 3, 2016 Revised: March 1, 2017 Military Service Directive No. 22.105 Page 1 of 3 2. Not exceeded a cumulative five (5) year total for military leave taken IV. DEPARTMENT PROCEDURES: A. Written or oral notification must be made to the employees' supervisor prior to departing on military leave, unless precluded by military necessity. Employees are highly encouraged to notify their supervisor of any “window” of anticipated military activity, when application for orders is made, or if notified of possible involuntary recall. Employees should be sensitive to departmental scheduling requirements when providing notification and when submitting application to the reserve or guard unit commander for orders. B. During the month of January in every calendar year, employees shall submit a memorandum to their supervisor outlining their inactive duty training schedule (monthly drills) for each month of the year along with the dates of their anticipated absence for the annual twoweek active duty for training period. Additionally, employees will include in their reporting any anticipated activations to active duty for deployment and/or training. The employee will submit updates to their military leave schedule as soon as they are known. C. Employees to whom military orders have been issued shall provide a copy of the orders to their supervisor as soon as possible. D. Once their military duties are completed, employees shall return to work in accordance with USERRA guidelines depending on the duration of the absence: 1. Service of 1 to 30 days: Employees will report at the beginning of the next regularly scheduled work period on the first full day following completion of service and expiration of an 8-hour rest period following safe transportation home. 2. Service of 31 to 180 days: Application for reinstatement must be submitted no later than 14 days after completion of military duty. Employee will receive reporting instructions upon submission of the request for reinstatement. 3. Service of 181 or more days: Application for reinstatement must be submitted no later than 90 days after completion of military duty. Employee will receive reporting instructions upon submission of the request for reinstatement. V. MILITARY SERVICE PRE-DEPLOYMENT: A. Upon notification that an employee is being assigned to active military service for a period longer than six months, chief of police or his/her designee shall meet with the employee and shall: 1. Designate Department and Human Resources (HR) points of contact for the employee during his/her absence. 2. Arrange for the storage of any Department-issued equipment, to include Department-issued weapons. Effective: May 3, 2016 Revised: March 1, 2017 Military Service Directive No. 22.105 Page 2 of 3 3. Ensure a process for communication with the employee is established during his/her absence. VI. MILITARY SERVICE REINTEGRATION: A. Upon returning to the Department, any employee assigned to active military service for a period longer than six months shall: 1. Meet with the chief or police or his/her designee, who shall review the employee assistance benefits provided for in Departmental Standards Directive 22.100 Compensation, Benefits, and Conditions of Work. 2. Be assigned to field training for a minimum of three working days to reacquaint the employee to his/her job function. 3. Review all changes and additions to policy and procedures as documented in the Department’s electronic document management system. B. The trainer shall, upon determining that the employee is sufficiently retrained, forward a memo through the chain of command to the division commander releasing the employee to his/her assigned duties. VII. REFERENCES: A. Uniformed Services Employment and Reemployment Rights Act of 1994 B. Florida State Statutes Chapter 115 Approved: Daniel C. Alexander Chief of Police Effective: May 3, 2016 Revised: March 1, 2017 Date: Military Service Directive No. 22.105 Page 3 of 3