Revised Oct. 5, 2004 - Printable version
Overview
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.
Core Requirements
 | 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 armed forces. |
| Part-time and full-time employees who are members of a reserve or National Guard unit are eligible from the first day of employment. |
Re-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 physically qualified. |
| The re-employment protection period cannot exceed five (5) years. |
Reimbursement
| 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 first week. |
| For an emergency military leave, differential pay is paid for a maximum of 30 days. |
| Differential pay is paid after receipt of the military pay voucher during the first pay period following the employee’s return to work. |
Benefits
| 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 military leave. |
| 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 administrator. |
| 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. |
Employee Responsibility
| Request a military leave of absence, giving your supervisor as much notice as possible. |
| Submit a copy of the military orders to your supervisor prior to beginning active duty. |
| 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 granted.) |
| 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. |
Leadership Responsibility
| Communicate the military policy to employees who serve in our armed services. |
| Submit a military leave of absence. |
| Forward a copy of the employee’s orders to the appropriate leave coordinator. |
| 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. |
Revision History:
Oct. 5, 2004