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Civil Air Patrol Leave
California employers with more than 15 employees must provide employees with up to 10 days of leave per year for Civil Air Patrol duty.
“Employee” means a person who may be permitted, required or directed by an employer for wages or pay to engage in any employment and who has been employed by the employer for at least a 90-day period immediately preceding the beginning of leave, if otherwise eligible for leave.
The employee must be a volunteer member of the California Wing of the civilian auxiliary of the U.S. Air Force Civil Air Patrol, responding to an emergency operation mission. You cannot discriminate against or discharge an employee because of membership in the Civil Air Patrol. You cannot prevent the employee from performing service.
An employee is entitled up to 10 days of leave per year. However, the leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and you approve the leave extension.
You cannot require employees to exhaust all accrued vacation, personal time, PTO or other available leave to take Civil Air Patrol leave. The leave is unpaid, but you can choose to provide paid leave.
Employees must be reinstated to the position held when the leave began, or to an equivalent position. The employer and employee can negotiate for the employer to maintain the employee’s benefits during the leave at the employer’s expense. Employees cannot lose benefits that accrued before the date on which the leave began.
Documentation of Civil Air Patrol Leave. You can require certification from the proper Civil Air Patrol authority to verify the employee’s eligibility for leave requested or taken. If the employee fails to provide the required certification, you can deny the leave to be taken as Civil Air Patrol leave.
“Employee” means a person who may be permitted, required or directed by an employer for wages or pay to engage in any employment and who has been employed by the employer for at least a 90-day period immediately preceding the beginning of leave, if otherwise eligible for leave.
The employee must be a volunteer member of the California Wing of the civilian auxiliary of the U.S. Air Force Civil Air Patrol, responding to an emergency operation mission. You cannot discriminate against or discharge an employee because of membership in the Civil Air Patrol. You cannot prevent the employee from performing service.
An employee is entitled up to 10 days of leave per year. However, the leave for a single emergency mission cannot exceed three days, unless the emergency is extended by the entity in charge of the operation and you approve the leave extension.
You cannot require employees to exhaust all accrued vacation, personal time, PTO or other available leave to take Civil Air Patrol leave. The leave is unpaid, but you can choose to provide paid leave.
Employees must be reinstated to the position held when the leave began, or to an equivalent position. The employer and employee can negotiate for the employer to maintain the employee’s benefits during the leave at the employer’s expense. Employees cannot lose benefits that accrued before the date on which the leave began.
Documentation of Civil Air Patrol Leave. You can require certification from the proper Civil Air Patrol authority to verify the employee’s eligibility for leave requested or taken. If the employee fails to provide the required certification, you can deny the leave to be taken as Civil Air Patrol leave.