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- Example: Employee earns an average of $4,000 per month in State Job (26 pay periods per year). Employee earns $2,500 per month for military service (24 pay periods per year). Employee is owed $1,500 per month in military differential. Differential per pay period determined as follows: ($1,500 * 12) / 26 = $692.31 per pay period.
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Subtracting the difference in military pay (excluding pay received while assigned to a combat zone, hardship duty pay, and family separation pay) from state pay for each month. Example: State pay is $2,723. Military pay is $2,000. The difference is $723.
Base Rate of Pay (Hourly Rate) * Shift Differential Rate Per NAC 284.210 + + * Special Salary Adjustment Rate Per NAC 284.206 + + TOTAL HOURLY RATE = = NORMAL PAY FOR MONTHLY PERIOD $ $ (Total Scheduled Work Hours In Period Multiplied By . Total Hourly Rate) LESS ANY STATE PAID LEAVE IN MONTHLY PERIOD (Annual, Sick, Comp, UMIL, etc.)
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Calculating and paying the reservist differential. When an agency has obtained the eligible employee-reservist’s monthly military LESs and determined the employee-reservist’s civilian tour of duty, leave use information, and initial and projected civilian basic pay, the reservist differential may be calculated.
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- Objective
- Policy Statement
- Calculating Military Salary Differential
- Monthly Total Gross Earnings
- All Other Earnings
- Three Full Months
- Recalculating the Differential Amount with Pay Changes in State Job or with Military Pay
- Duration of Military Salary Differential
- Two-year Deadline
- V. Health and Dental Coverage
- Employees are responsible for:
- MMB is responsible for:
- FORMS AND INSTRUCTIONS
State and federal law provide protections to employees on leave for military duty. As employees are called for and return from military service, employers must ensure compliance with these laws.
State agencies must calculate and pay military salary differential to eligible state employees for each month or portion of month that the person is ordered to serve in active service. An eligible state employee may apply for military salary differential no later than two years after completion of active service.
Agencies shall pay each eligible member an amount equal to their salary differential for each month or part of a month in which they are ordered to active service. "Salary differential" is the difference between “A” and “B” below: The member’s monthly total gross earnings as an active state employee over the preceding three full calendar months o...
To determine monthly total gross earnings, review the employee’s timesheets and calculate earnings for each paid day that month. Use actual hours worked / recorded; do not assume a non-exempt employee worked 8 hours per day unless that is what is reflected on the employee’s timesheet.
Refer to the military salary differential earnings code determinations for determination of what must be included or excluded from total gross earnings.
Three full months means three full calendar months prior to when active service begins, and it includes any months with periods of paid or unpaid leave. For example, if an employee begins active service on April 15, the agency should average the monthly total gross earnings of the months of January, February, and March (even if the employee spent t...
All across-the-board increases that an individual would otherwise have received if they were not on military leave will change the rate of military differential owed. Agencies should recalculate pay when either amount changes, and pay any state-pay changes retroactively when retroactive provisions of the contracts are ratified. Pay increases should...
Employees are eligible for military pay differential for up to four years from the date the employee reported for active service, plus any additional time the employee may be legally required to serve.
An eligible state employee may apply for military salary differential no later than two years after completion of the active service for which they are requesting the payment.
The employing state agency must continue the employee's enrollment in health and dental coverage, and the employer contribution toward that coverage, until the employee reports for active service. If the employee had elected dependent coverage for health or dental coverage as of the time that the employee reported for active service, the agency mus...
Upon being ordered to active service, the employee must notify their employing agency of that order in a timely manner and must provide to the agency the name of and contact information for the employee’s designated attorney-in-fact under a power of attorney. If able to do so, employees must provide documentation of their monthly base pay in acti...
Updating this policy as necessary. Updating the Military Differential Earnings Code Determinations
Military Salary Differential Earnings Code Determinations
Paid Military Leave and Differential Pay for Federal Civilian Employees Who Are Members of the National Guard or Reserve By Captain Samuel F. Wright, JAGC, USN (Ret.)2 About Sam Wright 1.1.1.8—USERRA applies to the Federal Government 1.1.3.3—USERRA applies to National Guard service 1.8—Relationship between USERRA and other laws/policies
Dec 8, 2009 · For each civilian biweekly pay period, compute the percentage of leave without pay hours within the biweekly tour by subtracting the percentage derived under Step 3 from 100 percent. (For example, if the Step 3 percentage is 20 percent, 100% - 20% = 80%.) Step 5. Adjust the reservist differential.
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Jul 21, 2020 · Figure 3-2: Sample permission to sign-in slip format Figure 3-3: Sample appointment memorandum - monitor sign-in/out, review ADARS/RADARS transactions Figure 3-4: Sample appointment memorandum- alternate certifying officer Figure 4-1: Sample pay chain-of-command flyer for unit bulletin board Figure 5-1: Example of a debt
