United States Leave Laws and Holidays

Under federal law, employees are entitled to military leave for active duty or training for up to 5 years, with job protection upon return.

Employees are required to notify their employer of their military service as soon as possible, but the notice period may vary based on the circumstances.

Military leave is a legal right, and employees do not need employer approval to take it, although the employer may request documentation.

Employees may be entitled to additional military leave under certain conditions, such as a national emergency, but it is subject to federal laws.

Military leave is not accrued or tied to the employee's regular paid time off. It is a separate entitlement under federal law.

Carry over of military leave is not applicable as it does not operate on an accrual basis.

Military leave is typically unpaid, and there is no payout at the time of termination for unused leave.

Military leave is unpaid, so there is no payout for unused leave at the end of the year.

Employers must reinstate employees returning from military service to the same or a comparable position, as required by the Uniformed Services Employment and Reemployment Rights Act (USERRA).

Employees are entitled to take leave for jury duty, though whether it is paid depends on the employer's policy.

Employees are generally required to notify their employer as soon as they receive a jury summons to ensure proper coverage during their absence.

Jury duty leave is a legal obligation, so employees do not need approval to take time off for jury duty.

Jury duty leave is typically granted for the duration of the required service, and additional leave may not be available unless specified by the employer.

Jury duty leave does not accrue as it is granted as required by law.

Jury duty leave is granted on an as-needed basis and does not carry over from year to year.

While employees are entitled to take time off for jury duty, the leave is typically unpaid unless the employer has a specific policy offering pay for jury duty.

Jury duty leave does not result in a payout at the end of the year.

Employees are protected from termination or retaliation for taking jury duty leave.

Bereavement leave allows employees to take time off following the death of a close family member. The amount of leave may vary by employer.

Employees should inform their employer of the need for bereavement leave as soon as possible, though the timing may be flexible given the nature of the leave.

While bereavement leave is generally granted, employers may request documentation or approval for extended leave.

Employers may allow additional leave for special circumstances, such as for distant relatives or other significant events, though this is not mandated by law.

Bereavement leave is generally provided as needed and is not accrued like PTO or sick leave.

Bereavement leave is typically granted on an as-needed basis and is not carried over from year to year.

Bereavement leave is usually not paid out upon termination, as it is a time-limited benefit.

As bereavement leave is typically unpaid or granted based on individual need, there is usually no payout for unused leave.

Employers may have specific policies regarding the duration of bereavement leave and may offer paid time off for certain family members.

Missouri law allows employees to take time off to vote in state and federal elections, but only if they do not have sufficient time outside of working hours.

Employees must notify their employer ahead of time that they need leave to vote.

While voting leave is a legal entitlement, employees should still notify their employer in advance and may be asked for documentation.

Only the time necessary to vote is provided, and no additional leave is typically available for this purpose.

Voting leave is granted as needed for election days and does not accumulate over time.

Voting leave is specific to the election day and does not carry over from year to year.

Voting leave is unpaid and does not result in a payout upon termination.

Since voting leave is unpaid and granted only for the purpose of voting, there is no payout at the end of the year.

Employees are allowed only the time needed to vote, and employers may require that it be taken outside of normal working hours if possible.