Time Off on Veterans Day Handbook Statement: Oregon
When to Include This Statement
Oregon employers should consider including this statement in their handbook to inform employees about the availability of time off for qualifying veterans on Veterans Day and to demonstrate compliance with the law.
Customizable Handbook Statement
Time Off on Veterans Day
The Company will provide employees who are also qualified veterans [insert paid or unpaid] time off on Veterans Day, provided that the employee gives at least 21 calendar days' notice of the intent to take time off on Veterans Day, provides valid documentation showing he or she is a qualified veteran, and would otherwise be required to work on Veterans Day.
Employees should contact their supervisor to make appropriate arrangements. The Company reserves the right to deny requested time off to all qualifying veterans under this policy if it determines that providing such time off would cause significant economic or operational disruption, or undue hardship.
Guidance for Employers
- Veterans include any person who served in active duty with the US Armed Forces for a minimum number of days and was released from active duty under honorable conditions.
- Employers must notify employees at least 14 days prior to Veterans Day if the time off will be allowed and whether it will be paid or unpaid. If an employer determines that providing the time off will cause a significant economic or operational disruption, or undue hardship the employer should:
- Deny the day off to all employees who requested the day off; or
- Deny time off to the least number of employees needed to avoid significant economic or operational disruption or undue hardship.
- If a veteran is denied the day off, the employer must offer to the veteran a single day off within the same year as replacement leave.
- Track the veteran status of employees.
- Track requests for time off on Veterans Day and maintain records concerning if the time off was allowed or denied.
- Supervisors should be trained regarding how to respond to requests for time off so that they do not take any adverse actions (e.g., termination, demotion) against employees who are eligible for and who request or take time off.