The University will comply with the requirements of USERRA.
2.2.1 Employees will retain reemployment rights up to five (5) years.
2.2.2 Contributions will continue to be made to the retirement plan if the employee makes the employee contribution or elective deferral. Employees may make up the contributions over a period of three (3) times the length of the military service, not to exceed five (5) years. Automatic contributions to the retirement plan made by the University (for Staff employees) will continue to be made during the employee"s absence.
2.2.3 Twelve weeks of FMLA leave during a single 12-month period for any qualifying exigency arising out of the fact that the employee"s spouse, son, daughter, or parent is a covered military member on "covered active duty."
2.2.4 Twenty-six workweeks of FMLA leave during a single 12-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member"s spouse, son, daughter, parent, or next of kin (military caregiver leave).
2.2.5 Employees will be reinstated to the University"s health care plan upon return from the military service. COBRA coverage will be extended for up to eighteen (18) months to an employee and covered who is absent from such employment due to military service. Coverage excludes any illnesses or injuries related to military service. Employees and dependents are provided basic health insurance coverage through the military and may elect to enhance their level of coverage by paying an additional premium.
2.2.6 Salary will not be matched or paid during military service or training.
2.2.7 Members of the military reserves will be granted an unpaid leave of absence to attend active duty or on required drills or training. Employees may choose to use vacation leave in order to receive their full regular pay in addition to military pay.