Mil pay pers manual

The training was conducted percent virtually and Read more. Numerous businesses from restaurants, to hotels, cruise ships and airlines have suspended operations or laid off employees as America quarantines in an attempt to stop the spread of the virus. Transitions are not always easy, especially with technology. Read more.

All , soldiers in the Army National Guard for the first time are using one personnel system — a modern digital pay and human resources platform that last week replaced 54 separate paper-based programs, service officials said Thursday. The Army National Guard hit a major milestone by finishing the roll out of a massive personnel system that allows soldiers to stay up to date on their pay and benefits through mobile phone. More than , Army National Guard members in all 50 states and four territories are now on the Integrated Personnel and Read more.

In those instances where the employee pays a benefit premium but is not receiving a pay check, the state will authorize the continued payment of these premiums via the accounts receivable process. The pre-tax health premium is considered a benefit tied to health coverage and will be continued. These deductions will automatically resume once the employee returns to full-pay status. Given the circumstances of the War on Terrorism, this coverage is not in effect for those on extended active duty.

These same exclusions apply to any supplemental coverage the employee may have purchased by payroll deduction. Voluntary Long-Term Disability plans also exclude payment for any disability caused by any act of war.

Per Government Code section , and consistent with applicable laws, rules and regulations, employees serving a probationary period shall serve the remainder upon return to the position for which they were serving probation. Any criteria that requires completion of an apprenticeship program is not included in this allowable movement. Pursuant to USERRA, an employee who returns from qualified military service has the right to make up missed contributions.

With either election, monthly repayment amounts may increase. To make up missed contributions the amount that the employee could have deferred had they continued employment with the state and had not been interrupted by military service , the employee should contact Savings Plus and request a Qualified Military Service Make-up Deferral Application.

The employee may make up missed contributions over a period up to three times the length of military service, but no longer than five years. The employee must provide military leave orders that support the claim. Per Government Code sections and , within 30 days of returning from a military leave of absence, departments must provide employees with a Request for Service Credit Information-Military Leave of Absence Service form.

At the time of hire, departments are also required to inform employees of their right to purchase service credit for past active duty military service served prior to establishing CalPERS membership. Employees have the option to withdraw accumulated contributions after their state salary has ended.

Retirement contributions are deducted when the employee receives full pay for the first 30 calendar days of military leave. This deduction will continue for those employees who remain on the payroll by use of applicable leave credits following any first 30 calendar days pay provision.

However, retirement contributions are not deducted from the employee's state issued supplemental pay while serving on active military duty for the War on Terrorism. Per Government Code section , which defines compensation, CalPERS has determined such payments are not reportable for retirement purposes. For restoration of retirement credits, the employee must submit a request to CalPERS with a copy of their DD issued by the Defense Department, showing the dates of active military service.

To be eligible for credit for a noncompensated absence or a specially compensated absence, a member must have:. Been granted a military leave or have resigned from employment for the purpose of entering active duty in the armed forces;. Returned to employment with the same agency, the state, or another agency contracting with CalPERS within six months after discharge from active duty. Credit is thus posted after the return to employment. Please note that members who meet qualifications 1 through 3 but do not return to employment within six months will not qualify for military leave credit, but may be eligible to purchase military service credit under other provisions of law.

A CalPERS member may request military credit at any time after returning from military service, but it must be prior to separation or retirement. This form is available through the CalPERS website; a link is available in the Resources section below or by calling A copy of the DD should be submitted with the request form to:. Box Sacramento, CA State civil service employees are entitled to receive their state pay for the first 30 calendar days of active duty, regardless of whether the military leave overlaps two fiscal years.

Payment is not restricted to the portion of the military leave of absence that falls within the current fiscal year when the orders for active duty overlap into the following fiscal year e. When active duty covers two fiscal years, the employee is entitled to his or her state pay for the first 30 calendar days, which is accounted for in the fiscal year in which the active duty commenced.

The grant of the 30 calendar day entitlement is not apportioned between the two fiscal years even though the military leave extends over two fiscal years. Accordingly, the first grant of 30 calendar days is credited to the first year in which the leave commenced. In the event that active duty overlaps two fiscal years, the employee would then be entitled to an additional 30 calendar days of paid leave in the second fiscal year if she or he returned to work and thereafter was ordered to active duty in the second fiscal year.

If an employee has orders for active duty from June 18, through July 30, , the employee would be entitled to 30 calendar days of pay i. The calendar days would be accounted for in the fiscal year because Government Code section Thus, if the employee received subsequent orders for September 1, through October 15, , the employee would receive pay for the first 30 calendar days i. The initial date of active duty determines which fiscal year the military leave entitlement is charged against.

Example for computing multiple deployments during the fiscal year and employee is deployed less than 30 calendar days per deployment:. Up to 10 days of unpaid leave will be provided to eligible spouses of qualified members deployed military personnel while on leave from military duty. To be eligible, the employee must work an average of 20 hours per week and be the spouse of a qualified member of the military who has been deployed.

A qualified leave for members of the United States Armed Forces is a break during a deployment. A qualified leave for a member of the National Guard or Reserves is a break during a mid-tour leave or end of tour leave during deployment. To request spousal leave, the employee should notify their employer of their intent to take leave within two business days of receiving official notice their spouses will be on leave from military deployment and provide certification that their spouses leave from active duty is during the time the leave is requested.

Limited-term or temporary employees who are ordered to military service for 30 days or less must return to state service within 10 calendar days after termination of their military leave or within 30 calendar days after any rehabilitation afforded by the United States or the state following military service.

Limited-term or temporary employees who are ordered to military service for more than 30 days but less than days must return to state service within 14 calendar days after termination of their military leave or within 30 calendar days after any period of rehabilitation afforded by the United States or the state following their military service.

Permanent or probationary employee must return to state service within 14 calendar days after termination of military service, following any period of rehabilitation afforded by the United States or after the termination of the state military emergency ordered by the Governor.

Employees must return to state service within six months following the termination of long-term military service. To be eligible for this right of return, the military service cannot extend beyond five years except under special circumstances for which an extension may be available. For purposes of reinstatement, deployment for the War on Terrorism for six months or more is considered long-term military leave.

The time limitations for a right of return depend on the employee's status at the time of the emergency military leave. If the employee is permanent or probationary, reinstatement to state service is within 14 calendar days after termination of military service, following any period of rehabilitation afforded by the United States or the state, or after termination of the state military emergency ordered by the Governor.

Limited-term or temporary employees must return to state service within 10 calendar days after termination of active military service or 30 calendar days after termination of the state military emergency ordered by the Governor. The time period between the employees release from active military duty and reinstatement to state service is without pay.

Employees ordered to active duty must notify their employer by providing a copy of their military active duty orders. If an employee is unable to obtain written orders, a verbal order issued by a military authority is considered valid. In addition to a copy of their orders, employees must provide their personnel office with their military pay records and a completed Military Leave Work Sheet Attachment II.

For employees unavailable to complete the work sheet, departments shall be responsible for informing them or their power of attorney of the provisions of the applicable Government Code section and obtaining completed documents. A Military Leave Work Sheet should be completed each time an employee receives active military orders for more than 30 days. In order to issue an adjusted warrant, the Military Leave Work Sheet must be signed by the employee. Each department is responsible for monitoring the amount of time the employee receives adjusted state pay.

Retirement contributions are not deducted from the pay. Based on the adjusted net pay, the employee will then determine what, if any, action is needed with regard to discretionary deductions. Any federally-sponsored income protection program that may be made available to National Guard personnel or military reserve personnel may reduce compensation received pursuant to Government Code section Those employees who elect to retain their military pay their military pay may be greater than their state pay will also need to prepare a Work Sheet if they elect to continue receiving their state-provided benefit package health, dental, and vision.

Pay needs to be reconciled on a month-by-month basis as it is oftentimes difficult to obtain copies of the military-issued leave and earning statements LES for those employees who are called to active duty and who are receiving state issued supplemental pay via Government Code section An LES is needed for each month the employee received supplemental pay. A return address should be included.

The employee must also sign a document authorizing the release of the pay information, which must accompany your request. In some instances the federal and state laws provide different benefits. To comply with both federal and state statutes, whichever statute provides the greatest benefit shall prevail.

Provides when an employees is eligible to receive 30 calendar days of military leave with pay per fiscal year. Provides information on deployment pursuant to Government Code section Provides information on how to treat various personnel-related issues for employees on military leave. Provides information on retirement service credit after a military leave of absence as well as the ability to purchase service credit for past active duty military service.

Introduction Upon presentation of active duty orders in the Armed Forces, National Guard, or Naval Militia, the appointing power shall grant a military leave of absence for the period of active duty specified in the orders, but not to exceed five years for a permanent, probationary, or exempt employee, or for the remainder of a limited-term employee's appointment or a temporary employee's appointment.

Statement Types of Military Leave State civil service employees are entitled to receive their state salary for the first 30 calendar days, including weekends, while on long-term or short-term military leave for active duty, provided they meet the qualifying service criteria for the military leave taken.

Short-Term Military Leave Employees who receive active military duty orders for six months or less are entitled to 30 calendar days of pay. Long-Term Military Leave State employees who receive active military duty orders for more than six months are entitled to 30 calendar days of pay. Emergency Military Leave Employees who are members of the California National Guard who receive active military duty orders for state emergencies under the provisions of California Military and Veterans Code, section or shall be granted a military leave of absence.

War or National Emergency War or national emergency military leave is granted when a state employee is a member of the California National Guard or United States military reserve organization and are ordered to active duty by Presidential or Congressional determination.

Leave Credits An employee who meets the conditions of short-term or long-term military leave under Government Code sections or Benefits Issues Health benefits continue while employees are on military leave with pay.