Used to place eligible permanent, probationary, temporary and non-represented employees on a formal military leave of absence with pay. Applicable to employees who qualify under provisions of the Military and Veterans Code, Sections 146 and 389-395.4.
An employee must be reinstated before being place on any other type of leave.
An employee may be placed on a Paid Leave of Absence only during periods when the employee would otherwise be scheduled to work. If the employee is not scheduled to work (10-month position, or 10-month employee occupying a fiscal year position), the employee must be placed on Short WBrk/OPS for the non-work period.
Once the dates of a leave have been confirmed, the employee must be informed as soon as possible of all effects that stem from being on this type of leave.
The agreed upon plan must be in writing.
The effective date is normally the close of business on the calendar day preceding the effective date of the leave of absence.
An employee must be reinstated before being placed on any other type of leave, including NDI or IDL.
If the Paid Leave of Absence is effective mid-month and the employee has dock days prior to the effective date of the leave, refer to the appropriate Time and Labor documentation for processing instructions.
Use Action Reason RFL/PDL to reinstate an employee.
If an employee is entitled to a SSI or promotion, first process the Pay Rate Change or Promotion and then a Leave of Absence action. The Leave of Absence must be the last action so the Effective Sequence of the Leave of Absence must be greater than the Pay Rate Change or Promotion Action.
If an employee separates while on a LOA/MIL, process the appropriate Termination Action/Reason.
If the employee is entitled to lump sum vacation or extra hours, refer to the appropriate Time and Labor documentation for instructions on processing. If vacation time extends beyond the effective date of a General Salary Increase, the higher rate must be used from that point on to calculate the lump sum. Recalculation of a previously paid lump sum amount may be required in the situation of a retroactive General Salary Increase.
Related Action Reason LOA/MIL (formal Military leave of absence without pay)