There are several variations on the theme of maintaining compensation levels while the employee is on active duty. One is to simply continue salary or wages and benefits as if the employee were still 100% on duty with the company. The military pay then becomes a sort of bonus recognizing the hardship for the family and the employee.

A more common approach is to supplement the employee’s military pay to keep the total compensation at the same level to which the employee and family had become accustomed. Benefits continue for the dependents, in some of these cases, with the employee covered during the activation period by the military insurance.

Each employer must decide what level of support will be provided, and for what period of time. Some employers do not place a time limit, covering costs as long as the employee is on active duty. One company provides financial support by paying all premiums for health benefits for single or family coverage for a period of six months, including medical, prescription drugs, vision, and dental coverage. Premiums for Life/Dependent Life/Short Term Disability/Long Term Disability are paid for three months and cover the difference in base salary and military pay for three months at 50%. This includes annual training periods.

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