- General Information
- Employment Benefits
- GM Supplier Discount
- 2016 - 2017 Walking Program
- Ticket Monster Perks
- BMW Corporate Sales Program
- Mercedes-Benz Fleet Employee Program
- Pinch Hitter Service Hits A Home Run
- Employee and Spouse Tuition Benefit
- Dependent Children Tuition Benefit
- Pinch Hitter Back up Dependent Care Services
- Paid Time Off
- Military Leave of Absence
- Rensselaer Self-Service Information System (RSS)
- Supplemental Retirement Program
- Employee Assistance Program
- Adoption Reimbursement
- Pre-Tax Parking
- Social Security / Medicare
- Workers' Compensation
- Family and Medical Leave
- Insurance Benefits
- Global Emergency Service (For CDPHP Members Only)
- The Standard / EyeMed Vision Care
- Medical / Health Insurance
- Health Insurance FAQ
- Dental Insurance
- Long-Term Disability Insurance
- Consolidated Omnibus Budget Reconciliation Act (COBRA)
- Flexible Spending Accounts
- Basic Term Life Insurance
- Supplemental Life Insurance
- Supplemental Accidental Death and Dismemberment Insurance
- Travel Insurance
- New York State Unemployment Insurance
- Privacy Notice Regarding Rensselaer's Health Insurance Portability and Accountability Act (HIPAA)
Military Leave of Absence
Rensselaer Polytechnic Institute’s Military Leave of Absence Policy:
- Guarantees re-employment rights
- Provides make-up pay for the difference between military pay and regular Rensselaer pay for up to eight weeks
- Allows for continuation of health insurance benefits, and
- Ensures that you accrue service during the period of your absence.
Required by State and/or Federal Law
A military leave of absence will be granted to a Rensselaer employee in any position (other than a temporary position) who receives orders to report for active duty, initial active duty for training, or other required service in any branch of the United States Armed Forces (e.g., the Army, the Navy, the Marine Corps, the Air Force, the Coast Guard and their Reserve components, including the National Guard), or the Public Health Service.
An employee in a military reserve unit who is called to serve in the armed forces or for training will receive make-up pay for the difference between the pay received for the tour of duty and the employee’s regular Rensselaer daily earnings up to a maximum of four weeks while on training duty and up to a maximum of eight weeks while on active duty.
Make-up pay will be provided only when the tour of duty pay is less than regular Rensselaer daily earnings.
It is not possible to contribute to a Rensselaer Retirement Plan during a leave without pay. However, employees can make catch up contributions upon return from leave.
Benefit Plan Coverage Continuation
The benefit plan coverage continuation is determined based on provisions of each plan for up to one year provided appropriate contributions are made. If the leave is:
- Less than 30 days: Employee benefit contributions will be deducted from the first check upon return to work.
- Greater than 30 days: Employee must pay their normal employee portion of contributions to Rensselaer by the first of each month.
Benefits will continue provided the employee’s contributions are received on a monthly basis.
Service Time Accrual
The employee will accrue service during the time spent in military service provided the employee returns to work after discharge within the period specified by federal law.
Returning from Military Leave (Excluding Inactive Duty for Training)
The employee must notify Human Resources of the intent to return to work by applying for reemployment within the period specified by federal law. An employee who returns from active duty is entitled to all general and seniority based pay raises that would have been received except for the military service.
As a general rule, federal law provides that employees leaving active duty must apply for reemployment within 90 days of being released from active duty. Reservists and members of the National Guard returning from an initial period of active duty for training of not less than 12 consecutive weeks must generally apply for reemployment within 31 days of their release.
Returning to Work
A return to work date will be given to eligible and qualified returning employees by Human Resources. Employees who do not return to work at the appointed date may forfeit their rights to reemployment.
The Soldiers’ and Sailors’ Civil Relief Act provides assistance with mortgages and other debt for reservists and national guard members. Benefits of the Act include:
- 6% cap on mortgage rate while on active duty
- Limit on the amount of interest that may be collected on all debts to 6% during the period of military service
- Permits a delay in civil proceedings if military responsibilities preclude attendance in court
- Protects dependents from being evicted while on military duty
These benefits are not automatic and must meet certain requirements, including a request for such relief from the creditor, court or landlord.
The Enlisted Association of the National Guard of the United States (EANGUS) provides financial assistance for enlisted National Guard members who have been mobilized.
3133 Mt. Vernon Ave.
Alexandria, VA 22305
Phone: (703) 519-3846
New York State - EANYNG
CPL Stephanie VanPelt
330A Old Niskayuna Road
Latham, NY 12110-2225
Phone: (518) 225-0545
The Reserve Officers Association (ROA) provides information regarding the rights and benefits for reserve officers and their families.
One Constitution Avenue, NE
Washington, DC 20002-5655
Questions & Answers
Q. Is Rensselaer required to pay an employee’s
regular salary while on military leave?
A. No. No employer is required to continue an employee’s pay. However, in support of our employees called for duty, Rensselaer will make-up the difference between the pay received for the tour of duty and the employee’s regular Rensselaer daily earnings for up to a maximum of eight weeks while on active duty.
Q. Will health insurance benefits continue while I
am on military leave?
A. Although there is no requirement to continue insurance coverage at existing rates, Rensselaer will continue insurance for the employee and any enrolled dependents during the employee’s military leave period. The employee is responsible for making payments at his/her normal employee rate by the first of each month. This benefit is available for one year. After that period, insurance may be continued under COBRA-like coverage.
Q. Does an employee accrue vacation or sick leave
while on military leave?
A. No. Employees do not accrue leave while on military duty. However, an employee may elect to use vacation leave as an additional benefit.
Q. Will my spouse/children be able to continue
using the Tuition Reimbursement Benefits?
A. Yes. Dependents are eligible to use the Tuition benefit provided you are on military duty or within the authorized time period to return to work.
Q. Will I lose seniority while I am on military
A. No. An employee must be considered not to have been absent from the workplace while on military leave.
Q. Can Rensselaer refuse to grant military
A. No. No employer can refuse a military leave unless the employee has exceeded 5 years of cumulative military service while employed by a single employer. An employee is not required to request permission for military leave, but is required to provide notification of pending military service.
Q. Will I be reinstated in my same
A. Not in all cases. However, you will be reinstated in a similar position with the same benefits, status and rate-of-pay as if you had been employed during your military leave.
Q. What if new technology or techniques have been
implemented in my old job and I don’t have the skills
associated with the new procedures?
A. Both as a matter of principle and law, Rensselaer will provide training to refresh or upgrade your skills to enable you to qualify for reemployment.
Q. What is the time limit to return to work after
an extended military leave?
A. For service of 31 to 180 days, application for reinstatement must be submitted no later than 14 days after completion of military duty. For service of 181 or more days, application for reinstatement must be submitted not later than 90 days after completion of military duty.
Q. What if I don’t return within the established
A. If you do not return to work within the established time limits, you may forfeit your right to reemployment.