We support our people who have chosen to protect our country by serving in
the U.S. armed forces. ABX meets or exceeds all of the requirements with which
employers must comply.
|While on a military leave, regularly scheduled part-time or full-time
employees are provided with re-employment protection, a level of monetary
reimbursement, and benefit protection. This policy is in compliance with the
Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA).
ABX Air recognizes the importance of supporting our employees who serve in the
|Part-time and full-time employees who are members of a reserve or National
Guard unit are eligible from the first day of employment.
|As defined under USERRA, employees who leave to enter military service or
reservists returning from active or non-active duty are entitled to
reinstatement in their former positions or positions of like seniority,
status, and pay.
|If the employee is hospitalized for or convalescing from an injury sustained
during service, ABX Air will hold the job open for a period of time necessary
for the employee to recover, not to exceed two years.
|Should a disability sustained during a military service prevent the employee
from performing the duties of the position last held or a similar position, an
effort will be made for placement in a position for which the employee is
|The re-employment protection period cannot exceed five (5) years.
|Differential pay is paid to employees for military leaves of absence.
|Differential pay is the difference between the ABX Air rate of pay and the
total military compensation and is calculated on the federal government’s
fiscal year (Oct. 1 – Sept. 30).
|For an annual two-week training leave, differential pay is paid for the
|For an emergency military leave, differential pay is paid for a maximum of
|Differential pay is paid after receipt of the military pay voucher during
the first pay period following the employee’s return to work.
|Company seniority, job family seniority, and job classification seniority
continue while an employee is on a military leave.
|Pay raises based on length of service take into account the time spent on a
|The time spent on active duty by reservists called up after Sept. 11, 2001,
counts toward eligibility under the Family and Medical Leave Act once the
employee returns to work.
|If the military leave is less than 31 days, health insurance coverage
continues during the leave. If the military leave is greater than 31 days,
coverage remains in effect until the end of the month in which the employee
last worked. In the event the employee or currently covered dependents want to
continue health insurance through ABX Air, they are eligible to purchase the
coverage under the provisions of the COBRA program.
|Company-paid and voluntary accident life insurance benefits cease at the end
of the month in which the employee last worked. Coverages are effective
immediately upon the employee’s return to work. Employees may continue
universal life insurance by paying the premiums directly to the third party
|Short- and long-term disability benefits cease immediately when an emergency
military leave begins. Coverages are effective immediately upon reinstatement.
|If an employee receives differential pay, 401(k) deferrals will continue.
After the differential pay ends, an employee is not able to defer additional
funds into the plan until he or she returns to work. Upon returning to work,
an employee may make additional deferrals into the plan above the normal
deferrals. Contact the ABX Air plan administrator for further information.
|Non-union employees on military duty (paid and unpaid) will continue to
accrue vacation while on active duty. This includes two-week annual training
leaves, longer training periods, and emergency call-ups.
|Employees on an emergency military leave will continue to accrue sick pay up
to a 30-day absence.
|Military service will be counted for vesting and benefit accrual purposes in
the Retirement Income Plan provided the employee returns
to work at the end of the leave.
|Request a military leave of absence, giving your supervisor as much notice
|Submit a copy of the military orders to your supervisor prior to beginning
|Inform the supervisor if the second week of the annual military two-week
training is unpaid or vacation time. (NOTE: No advance vacation time can be
|An employee whose duty is less than 31 days must report to work no later
than the beginning of the first full regularly scheduled work period following
the completion of the period of service.
|If the service is between 31 and 180 days, the employee must return to work
no later than 14 days after the completion of the period of service.
|If the service is for more than 180 days, the employee must return to work
no later than 90 days after the completion of the period of service.
|When employees return from military duty, they must present their pay
vouchers to their supervisors in order to return to work.
|Communicate the military policy to employees who serve in our armed
|Submit a military leave of absence.
|Forward a copy of the employee’s orders to the appropriate leave
|Enter the appropriate coding in the timekeeping system.
|Submit the return to work to the appropriate leave coordinator.
|Route the military pay voucher to payroll for differential pay calculation.
Oct. 5, 2004