Subject: Military Leave of Absence. January 1, 2006 Handbook Team

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1 HANDBOOK STATEMENT Employee Handbook Subject: Military Leave of Absence Approved By: Effective Date: Employee January 1, 2006 Handbook Team Revised: August 21, 2017 At Huntington Bank, we honor the American servicemen and women who bravely protect the freedoms we all enjoy. We humbly recognize the sacrifices they make, but we want to do more than that. Our practice is to support full-time or part- time employees who leave their jobs for the purpose of performing active or training service in the uniformed services, reserve components of the uniformed services, the Civil Air Patrol, or a state National Guard. Huntington's military leave practice follows federal law governing the re-employment rights of employees performing active or training service (the Uniformed Services Employment and Reemployment Rights Act of 1994). Huntington has made every effort to ensure this military leave practice follows federal law. If this practice inadvertently conflicts with federal requirements, or if state or local laws provide you with greater or additional rights than provided by federal law, these laws will be followed. MILITARY LEAVE OF ABSENCE If you are performing duty for any branch of the uniformed service, including the federal armed service, the National Guard, the Civil Air Patrol, and the commissioned corps of the Public Health Service, you are eligible for leave under this practice. It includes voluntary and involuntary duty, such as active duty, initial active duty for training, inactive duty training, and examinations to determine fitness for duty. TRAINING DUTY Training duty means a relatively short and defined period solely for training. It includes reserve or National Guard weekly or weekend drills; annual training duty, such as summer encampments and cruises; and other types of training duty, such as basic training (or the service equivalent), service schools and special courses of instruction. The following sections apply to training duty. The length of time away is an important consideration in which sections of this policy apply. If your required time away from work is less than or equal to fifteen (15) consecutive workdays, you will: Retain your active employment status (not be placed on military leave of absence) 1

2 time away from will not incur a deduction of an attendance credit Receive your regular wage or salary (referred to as Military Training Pay or MTP) Not be charged for time off (PTO) during this period Not be required to submit military pay vouchers (usually a Leave and Earnings Statement). Only be placed on military leave of absence when the absence for military duty is expected to exceed fifteen (15) consecutive workdays. The intention of MTP is to allow Huntington employees to attend up to fifteen (15) days of required military training. However, it does not necessary equate to fifteen (15) calendar days of MTP pay depending on your designated job classification. The examples below will demonstrate how the utilization of the fifteen (15) days will be tracked. Full-time employee working five (5) days/week: A full-time employee who works five (5) days a week is required to attend annual training for two (2) weeks during the summer over the course of ten (10) business days. In this example, 10 days of the 15 days of MTP would be utilized to attend this training. Additional MTP days may be taken (up to the maximum of fifteen (15)) for purposes of preparing for or travelling to required training, as needed. The employee would receive his/her military pay for the required training in addition to the employee s MTP. Part-time employee working three (3) days/week: A part-time employee scheduled to work three (3) days per week is required to attend annual training for two (2) weeks during the summer over the course of ten (10) business days. In this example, 10 days of the 15 days of MTP would be utilized to attend this training, although the employee will only be paid for the six (6) days that the employee would otherwise have worked. Additional MTP days may be taken (up to the maximum of fifteen (15)) for purposes of preparing for or travelling to such training, as needed. The employee would receive his/her military pay for the required training in addition to the employee s MTP. If the required time away from work is greater than fifteen (15) consecutive workdays you will: Be placed on a military leave of absence on the 16 th day of your absence Not incur the deduction of an attendance credit Be able to request the use of Paid Time Off (PTO) to cover additional absences for required training after you have exhausted your fifteen (15) days of MTP. If you choose to use some of all of your PTO, you will receive pay from Huntington, and if applicable, your pay from the military. PTO must be approved by your manager. Regardless of the duration of the leave, in all cases, employees must submit documentation in accordance with the Advance Notice Procedures, (described later in this policy), to alert their managers of upcoming training in order to ensure proper 2

3 staffing. Upon receipt of your documentation, your manager will submit MTP within etime for the dates provided. If you are a non-exempt (hourly) employee and have exhausted your MTP and have no available earned, unused PTO, then your additional absences for required military training would be unpaid from Huntington. You would still be eligible to receive any pay from the military. No credits will be deducted from your attendance credit bank for documented required military training. If you anticipate returning to work in the same calendar year, you have the option to save your unused PTO (not prorated) and replacement holiday pay (if applicable) to use when you return from military leave. SUPPORT WHILE DEPLOYED If the time away is not for training (as defined above) than the leave may be considered a deployment. Determining what portions of this policy apply depends on the length and the location of the deployment (relative to your home address) For deployments requiring time away from work less than or equal to fifteen (15) consecutive workdays, you : Will retain your active employment status (not be placed on military leave of absence) Will not incur a deduction of an attendance credit Will receive your regular wage or salary Will retain your military pay in addition to your pay from Huntington, Will not be charged for time off (PTO) during this period Will not be required to submit military pay vouchers (usually a Leave and Earnings Statement) For deployments requiring time away from work greater than fifteen (15) consecutive workdays you: Will be placed on a military leave of absence on the 16 th day of your absence. Will not incur a deduction of an attendance credit May have additional benefits if additional criteria are met PAY DURING DEPLOYMENTS The below section applies when the total time away from work will be greater than fifteen (15) consecutive workdays) 3

4 If Military pay is less than your Huntington base pay If your military base pay is more than your current Huntington base pay, then there will be no differential pay paid to you by Huntington. While on military leave, you would receive your military pay but no regular pay from Huntington. If your military base pay is less than your established Huntington base pay then Huntington will pay to you the difference between your military base pay and your Huntington base pay during your deployment. To receive this benefit you must provide Huntington with a recent or prior military Leave and Earnings Statement (LES) prior to deployment so that Huntington can best estimate the difference between your Huntington pay and your military Basic Pay. If you do not have access to a recent LES, then at a minimum you will need to provide Huntington with your military pay grade (i.e. E3, O2, O3E) and the number of years of service so that we can best estimate your differential pay. Your LES is available through the military s mypay system and documents your earnings, deductions, and other leave details. If no recent or prior LES, or military pay grade and number of years of service is provided prior to departure, Huntington will be unable to provide any differential pay until such information is provided. Huntington will use the Base Pay information provided from your previous LES to estimate the appropriate pay differential to pay you until you receive your first new LES statement after deployment. Huntington will pay you this estimated differential pay for up to three (3) pay periods after your deployment begins in anticipation of receiving your new LES statement detailing Basic Pay. If a new LES statement is not received within three (3) pay periods after your deployment, then your differential pay from Huntington will be discontinued until an updated LES is received. In order to receive the difference between the military pay and your regular base pay, you must submit your monthly military LES to Huntington on a regular basis. If it is not practical for you while on military leave of absence to regularly submit your monthly military LES, Huntington will accept the first monthly LES you receive following deployment and pay you the differential based on that LES for the duration of your military leave subject to periodic audits. When your military leave ends and you return to work, you must submit any other LES statements you received while on military leave that were not submitted to Payroll during your leave. The Payroll Department will make a final accounting of the pay you received while on leave and make any necessary adjustments. This means that if you are owed pay from Huntington, your regular pay will be adjusted to include the amount owed. Likewise, if you were overpaid while on military leave, your regular earnings will be reduced accordingly. To avoid any surprises for both you and Huntington upon return from military leave, we highly recommend you submit your monthly LES statements on an on-going basis while on military leave. 4

5 Incentive and Deployments Any incentive earned before or after deployment will be paid per regular schedule: Sales incentives calculated and paid per the plan rules MIP or REP award paid prorated for time worked before/after deployment If you are scheduled to be deployed for ninety (90) days or more, you are eligible for an additional payment upon your return to work at Huntington. The payment will be made in two installments: 50% of the total amount will be paid on the 30 th day following your return to work and the additional 50% on the 180 th day of work. The total amount of the payment is based on your job grade as follows: Job grade 70 or below: A total of $2500 (or two payments of $1,250) Job grade 71 and above: A total of $5,000 (or two payments of $2,500) Colleagues may use this post-deployment payment benefit no more than two times in their Huntington career. In addition, for commission-based colleagues on deployments for more than ninety (90) days, Huntington will provide an additional allowance (reflecting previous 12-month commission) for 3 months upon return as they rebuild their portfolio. ADDITIONAL SUPPORT FOR DEPLOYMENTS Colleagues who have orders to deploy may be eligible for additional benefits as listed below. Pre-Deployment Time Off If you or an immediate family member (defined below) are scheduled to be deployed o six (6) months or more, Huntington will provide the employee with up to ten (10) paid days off (non-mtp) pre-deployment pay prior to deployment to allow the employee time to prepare for an extended deployment. In all cases, you will be required to provide proof of the length of the scheduled deployment (such as orders). This benefit is available one time in a calendar year. Non exempt colleagues that use this benefit will need to have his/her manager code hours into etime using the PDP paycode (Pre-Deployment Pay) To the extent the employee is eligible for FMLA leave; this benefit will run concurrently with such FMLA leave. If taken, this time off will not count against the employee s Paid Time Off(PTO) eligibility. This benefit is available one time in a calendar year. For purposes of this policy an immediate family member is defined as parent, step-parent, spouse, partner, child, or step- child. 5

6 This benefit must be used prior to the deployment; is not intended to be used upon the service member returning back at the conclusion of his/her military leave. If time off is desired at that time, earned and unused PTO should be used. TRAVEL REIMBURSEMENT If you or an immediate family member (defined above) are scheduled to be deployed for six (6) months or more, Huntington will provide the employee with up to a $2,500 yearly travel reimbursement.. The travel allowance is taxable income and taxes and applicable deductions will be withheld from the allowance, and documentation of the actual travel costs will be required. If the employee s deployment lasts longer than twelve (12) months, then the employee is eligible to receive the travel reimbursement of up to $2,500 one time in each subsequent twelve (12) month deployment period. An additional travel reimbursement of up to $2,500 may be available for those employees who are injured or who have special circumstances arise during their deployment. Employees needing to use the travel allowance should contact the HR Service Center. Additional Deployment Support If you or an immediate family member (defined above) is scheduled to be deployed, Huntington will provide additional support. For all deployments, colleagues may request: A one-on-one consultation with a benefits specialist to answer questions you may have with your Huntington benefits during your deployment. Information about the continuation of Huntington provided life insurance coverage throughout the deployment A single point of contact in Human Resources for additional questions or assistance. If you or your spouse or partner are scheduled to be deployed for ninety (90) days or more and the deployment location will be more than 250 miles from the servicemember s home or it is expected that the servicemember will not be able to get to their home on a regular basis, even more support is available. Home and auto break downs can be more difficult when a servicemember is deployed. If requested, Huntington will purchase a home warranty for the servicemember s primary residence and also an auto club membership for the duration of the deployment. The home warranty and auto club companies will be selected by Huntington. It is important the beneficiary understands and agrees to the home warranty and auto club s terms and conditions; once purchased, the beneficiary must work directly with the insurance / auto club for claims or any other matters. Additional expenses or expansion of services for either the home warranty or auto club will not be paid by Huntington. 6

7 Finally, if requested, Huntington will provide a one-time $500 credit to offset any increased child care expenses during the deployment. Please contact the Human Resources Service Center for more information. OTHER MILITARY LEAVE PROVISIONS Reinstatement Rights After you have been absent due to military obligation or military leave of absence and have fulfilled the conditions necessary to secure re-employment rights with Huntington, you will be reinstated to your former position unless a change in Huntington's circumstances makes it impossible or unreasonable to do so. This reinstatement may require some reorganization of employees to fulfill Huntington's obligation. If these administrative concerns require time to address, you should be placed on paid leave status during this brief period, beginning on the date your application for re-employment (if applicable) is submitted. To the extent required by law, as a reinstated employee, you will receive the seniority, status, pay, PTO, and other benefits to which you would have been entitled had you not left to perform military service. Retention Rights In addition to reinstatement rights, if you return from military service you will also have certain retention rights. If you serve 181 days or more, and are then reinstated, Huntington cannot terminate you (absent just cause) for a period of one (1) year after the date of reemployment. If your service was at least for 31 days, but less than 181 days, Huntington cannot terminate you (absent just cause) for a period of six (6) months after the date of re-employment. Non-Retaliation Practice In addition, Huntington will not discriminate against you in our hiring practices, retention in employment, or any promotion or other incident or advantage of employment because of your military obligations. That is, you will be treated the same as employees without military obligations. 7

8 Advance Notice Procedures Unless advance notice is prohibited by military necessity, or is otherwise impossible or unreasonable, if you need to take military leave you must give advance notice of the leave. Federal law requires either written or oral notice, but the Department of Defense strongly encourages service members to notify their employers in writing, as far in advance as possible. You need give only one notice for regularly recurring obligations (i.e., weekend duties). If military service takes the form of weekend obligations, Huntington will coordinate your work schedule, if any, to the extent practical with your military obligations. Length of Leave Absent exceptional circumstances, in order to retain re-employment rights and benefits, your cumulative length of absences generally cannot exceed five (5) years. Employees seeking to extend reemployment rights beyond five (5) years should submit the request to their HR Business Partner. Factors that will be considered in making determinations regarding extending reemployment rights include, but are not limited to, length of initial deployment, military specialty, and special circumstances such as national emergencies. There are multiple reasons why leave may be extended, so if additional leave beyond five (5) years is needed, consult your HR Business Partner. Documentation upon Return You must satisfactorily complete the period of active duty and furnish a document to that effect. Specifically, if service is for 31 days or more, you must present documentation that establishes the dates of duty. You must also present documentation that you were not discharged under less than honorable conditions to preserve your re-employment rights. If responsive documentation is not readily available, Huntington will not take employment action against you. If, however, documentation later becomes available, and the documentation establishes that you are not protected under military leave laws, your employment will be terminated. Procedures for Reinstatement If you were absent for 30 days or less, or if you were absent for an examination to determine fitness for duty, you should simply report to work on your first regularly scheduled work period after completion of service. The law does allow an eight-hour rest period, which may delay your first day back at work. The eight-hour rest period begins when you safely return to your residence after the service requirement. Additionally, Huntington allows employees an additional two (2) unpaid days off to supplement the federally mandated eight (8) hour rest period before requiring employees to return to work from an absence of 30 days or less. 8

9 If you were absent for 31 days, but less than 181 days, you must submit a written notice of your intent to return to work. You must submit the notice within 14 days after completing your service requirement. If you were absent for more than 181 days, you must submit a written notice of your intent to return to work within 90 days after completing your service requirement. These deadlines will be extended if you are recovering from an illness or injury incurred, or aggravated, during service. If this is an issue, consult your HR Business Partner. When the foregoing requirements have been satisfied, you will be returned to your preservice position. If business circumstances do not permit this (i.e., the pre-service position has been eliminated), Huntington will attempt to return you to a comparable position, with all the rights and privileges you would have enjoyed had leave not been taken. BENEFITS Medical, Dental, Vision and Health Care Spending Account (HCSA) While on military leave, you may continue medical, dental, vision and/or HCSA coverage at employee rates for the duration of military leave. If you elect to maintain medical, dental and vision coverage during military leave, Huntington s coverage will be primary over any government health care coverage you have. To access information about government provided health care while on military leave; you can refer to the following web site: http// At any time during military leave, you may elect to cancel your medical, dental, vision and/or HCSA coverage. If you cancel coverage during military leave, you may elect to re-enroll in medical, dental, vision and/or HCSA coverage during a subsequent open enrollment period. In addition, you may add coverage during your military leave in the event you have a change in family status under the change in status rules listed in the Health Care Plan. Upon return from a military leave of absence, you will be permitted to re-enroll in medical, dental, vision and/or HCSA coverage if you have previously canceled this coverage. You will have 60 days to re-enroll once you return. Except for coverage for illnesses or injuries incurred or aggravated during the performance of leave duties, no waiting or pre-existing condition exclusion will be imposed on you or your dependents upon returning to work. If you choose to continue medical, dental, vision and/or HCSA coverage while on military leave, you must continue to pay your share of the cost for this coverage. While on military leave, your contribution amounts will be the same as if you were actively working. While you are receiving compensation from Huntington, the normal salary reductions for these benefits will be made. 9

10 To the extent that the compensation you are receiving is not sufficient to take your normal salary reductions, you will need to arrange to pay for the cost of this coverage. Huntington will periodically inform you of the amount of your share of the cost for such coverage that remains unpaid. You may pay your share of the cost of such coverage on the same schedule as payments are made under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) or under any other system voluntarily agreed to between you and Huntington. To the extent you do not continue to pay for this coverage according to the procedures set up by Huntington, coverage may be terminated. Should your medical, dental, vision and/or HCSA coverage be terminated, either because of nonpayment of premiums or because you elected to cancel coverage, the law requires that Huntington should notify you of your right to continue coverage at full cost for an 18 month period, under rules similar to COBRA. If you have not paid for all or part of your share of the cost of such coverage during military leave of absence, Huntington may collect unpaid employee contributions for those periods in which coverage was provided, but employee contributions were not made. Upon your return to work or upon the payment of any compensation eligible for salary reductions to be made pursuant to Code Section 125, any unpaid contributions for such coverage will be deducted from your pay pursuant to procedures for arrearages established by Huntington. If you fail to return to work following a period of military leave, Huntington may recover all or any portion of the cost of medical, dental, vision and/or HCSA coverage that Huntington maintained while you were on military leave. Health Savings Account (HSA) Upon return from a military leave of absence, you will be permitted to re-enroll in HSA coverage if you have previously canceled this coverage. If you choose to continue HSA coverage while on military leave, you must continue to pay your HSA contributions. While on military leave, your contribution amounts will be the same as if you were actively working. While you are receiving compensation from Huntington, the normal salary reductions for these benefits will be made. If you have not paid for all or part of your HSA contributions during military leave of absence, Huntington may collect unpaid employee contributions for those periods in which coverage was provided, but employee contributions were not made. Upon your return to work or upon the payment of any compensation, any unpaid contributions for such coverage will be deducted from your pay pursuant to procedures for arrearages established by Huntington. Group Term Life Insurance Coverage will continue for the duration of the military leave of absence, or for five years from the date the military leave begins, if shorter. 10

11 Optional Term Life and Accidental Death and Dismemberment (AD&D) You may continue the coverage you had in effect at the time you began military leave for the duration of the military leave, or for five years from the date the military leave begins, if shorter. If you choose to continue optional term life insurance or AD&D coverage while on military leave, you must continue to pay for the cost of this coverage. While on military leave, employee contribution amounts will be the same as if you were actively working. While you are receiving compensation from Huntington, normal payroll deductions for these benefits will be made. To the extent that the compensation you are receiving is not sufficient to take your normal payroll deductions, you will need to arrange to pay for the cost of this coverage. Huntington will periodically inform you of the amount of your share of the cost for such coverage that remains unpaid. You may pay your share of the cost of such coverage on the same schedule as payments are made under the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA) or under any other system voluntarily agreed to between you and Huntington. To the extent you do not continue to pay for this coverage according to the procedures set up by Huntington, coverage will be terminated. If you have not paid for all or part of your share of the cost of such coverage during military leave of absence, Huntington may collect unpaid employee contributions for those periods in which coverage was provided, but employee contributions were not made. Upon your return to work or upon the payment of any compensation, any unpaid contributions for such coverage will be deducted from your pay pursuant to procedures for arrearages established by Huntington. Long Term Disability Benefits Effective for military leaves beginning on or after March 1, 2002, coverage under the Long Term Disability Plan will extend up to the first ninety (90) days of the military leave. Long Term Disability coverage will terminate on the 91st day of the military leave. If you fail to return to work following expiration of a military leave that is shorter than ninety (90) days, Long Term Disability coverage will terminate the day following the last day of leave. Huntington Dependent Care Spending Account (DCSA) The fact that you are going on military leave does not give you any special rights with respect to your DCSA. However, if your dependent care situation will change because of your going on military leave, you may be able to make changes to your DCSA election. Information regarding your options with respect to DCSA is contained in the Health Care Plan. In order to continue to receive reimbursements under the DCSA, you must continue to pay for the cost of this coverage. While you are on military leave, your contribution amounts will be the same as if you were actively working. While you are receiving compensation from Huntington, your normal salary reductions for these benefits will be 11

12 made. To the extent that the compensation you are receiving from Huntington is not sufficient to take a normal salary reduction, you will not be able to receive reimbursements from the DCSA in excess of the amount that you have contributed. Huntington Investment and Tax Savings Plan (the 401(k) Plan) While you are on military leave, participation will continue in the same manner as though you were actively employed, so long as you receive pay that is eligible for contributions. This means that if you are making salary deferrals to the 401(k) Plan at the time you go on military leave, your salary deferrals will continue (and you will continue to receive employer matching contributions) as long as you are receiving pay that is eligible for the 401(k) Plan. If you would like to change or suspend your contributions to the 401(k) Plan during periods of paid military leave, you will need to make your change on the 401(k) Web site or call the 401(k) Service Center. Upon return from military leave, you may elect to make up any pre-tax and/or Roth aftertax contributions that you could not make while on leave. You have the lesser of three times the period you were absent for duty or five years in which these contributions can be made up. To the extent you make up these contributions, Huntington will make up the employer match as well. When determining the amount of contributions you are eligible to make up, Huntington will use an estimate of the compensation you would have received had you remained actively employed. Generally, this will be the base salary in effect at the time your leave commenced for the period of time that you were on leave. Any make up contributions you or Huntington makes to your account will not be credited with past earnings. You should contact the Corporate Employee Benefits Department upon your return from leave in the event you desire to make up your 401(k) Plan contributions. If you are not yet eligible to participate in the 401(k) Plan at the time military leave begins, your military leave will count as continued service for the purpose of determining your eligibility to participate in the 401(k) Plan. Huntington Bancshares Retirement Plan (the Pension Plan ) Upon your return to Huntington after a period of military leave, your military leave will count for vesting service and eligibility for early retirement under the Pension Plan, provided you were hired or rehired prior to January 1, Benefits under the Huntington Bancshares Retirement Plan were frozen as of December 31, 2013, meaning that no additional benefits accrue after this date. Other Payroll Deductions and Withholding Elections To the extent you receive compensation from Huntington while on military leave, any payroll deductions and withholding elections (such as United Way etc.) will continue unless you contact the Payroll Department to stop these deductions prior to going on leave. OTHER IMPORTANT REMINDERS When you need time away from work to fulfill your military obligations or to take a military leave of absence, you must remember to: 12

13 You and your authorized family members should keep Huntington informed of any change of address for yourself or your family while you are on military leave. You or your authorized family member should contact Leave Administration at least once per month while on leave regarding your status. Huntington may contact you or your authorized family members at any time during military leave as well. You should contact the HR Service Center at least two days prior to your return to work. The HR Service Center can be reached by calling: (614) or (866) You may have questions about issues not answered in this handbook statement. In particular, questions may arise as to whether you have reached your service limit and, if so, whether you are entitled to an extension of that limit; questions also may arise as to whether you, after your release from military service, have made a timely application for re-employment with Huntington. These questions are best handled on an individual basis by contacting the HR Service Center. Advise your Manager of your need for time away from work to fulfill military duty or your need for a military leave of absence. Although not required, it is strongly suggested that you provide a copy of your orders, as far in advance as possible, indicating your dates of duty. Notice of recurring duty (such as weekends) need only be given once. When your deployment lasts for more than fifteen (15) business days, you must provide your military LES on a regular basis if you are requesting pay for the difference between military pay and regular base pay. If it is not practical for you to provide your military LES on a regular basis, you must provide the initial voucher. Upon your return from leave, you will be expected to provide all of the remaining vouchers you received while on leave. Comply with the required leave of absence time limits, exception request procedures (if more than five (5) years of leave is needed), and notification dates in order to retain your re-employment rights. If requested, you should furnish a certificate of satisfactory completion of service. MANAGEMENT RESPONSIBILITY AND ACCOUNTABILITY Managers are encouraged to contact the HR Service Center immediately when they are notified of an employee requesting time off for required military training or military leave to ensure the military leave handbook statement is followed appropriately and to ensure the employee is properly paid. 13

14 While the law encourages written notification prior to a military leave, it is not required. If the notice is a regularly recurring duty (i.e. required military training), you should also know that the employee must provide notice only once. Managers are responsible for putting the employee into a military leave status within imanage after consulting with the HR Service Center. Managers are also responsible for coding all necessary pay code information into etime for non-exempt employees to ensure Military Training Pay (MTP). Pre-deployment Pay (PDP) will be input directly into Oracle by the payroll department. It is important that you inform the HR Service Center of the specific dates the employee intends to receive pre-deployment pay so that it is paid accurately. Managers should inform payroll via of PDP taken by exempt employees. You should direct your employee to the Military Leave handbook statement to ensure he/she understands the provisions and benefits available to him/her. You are responsible for coordinating the employee s work schedule (as applicable), and ensuring the work assigned to the employee leaving for required military training or military deployment is accounted for. 14