Applies to - All university staff. To the extent that this procedure addresses terms not covered under collective bargaining agreements for represented employees, the terms of this procedure shall prevail.
The state law applies in all cases where employer-employee relationships exist, including student employment. During such leave, the employee is entitled to normal pay whether it be on a full-time basis or a part-time basis. In each instance determination must be made as to the amount of compensation the employee ordinarily would have received had he or she not taken a leave of absence.
It is not the intent that the granting of a military leave of absence should in any case affect an extension of the period of employment. Where the employee is engaged for a specific period or for work which is to be completed within a specific calendar period, the employment terminates with the completion of the particular project or at the end of the specific calendar period. The leave of absence from the employment continues only so long as the original position of employment exists.
If an individual was hired as a temporary employee for a specific calendar period which, for example, ends on August 31, and that individual takes a military leave during the last week of August and the first week of September, he or she is entitled only to normal pay for the last week of August. The institution would not be obligated to pay the individual for his or her absence during the first week of September because the original position of employment no longer existed after August 31 and, therefore, the normal rate of pay for the first week of September would be zero.
[Responsibility: President’s Division/Human Resources (until 7/6/16) Operations Division; Authority: Chapter 38.40.060 of the Revised Code of Washington (RCW), Military Leave for Public Employees, CWUP 2-30-120; Reviewed/Endorsed by: PAC (Policy and Procedure Separated 9/05/07); Review/Effective Date: 10/02/2007; 03/30/2012; Approved by: Sherer M. Holter, Chief of Staff]