Military Part Pay Overview
The Office of the State Comptroller, Active and Pension Services Division is responsible
for the administration of the military part pay to state employees who have been
activated to serve in the military under the following legislation. State of
Connecticut legislation provides for additional benefits and compensation for
State employees called to active military service in the armed forces of any
state or the United States for Operation Enduring Freedom, Operation Noble
Eagle, Operation Jump Start at the border of the United States and Mexico, a
related emergency operation, or a military operation whose mission was
substantially changed as a result of the attacks of September 11, 2001, or for
federal action or state action authorized by the Governor in support of the
federal Department of Homeland Security's Operation Liberty Shield, military
operations that are authorized by the President of the United States that entail
military action against Iraq, or federal action or state action authorized by
the Governor to combat terrorism within the United States.
State employees who have been activated for any of the above operations will
continue to receive the following benefits:
- Health Insurance Benefits
- Full Pay Leave of Absence with Pay for Thirty Calendar Days
- Part Pay - After the Expiration of the Thirty Calendar Day Full Pay
- Vacation, Equivalent Leave and Sick Accruals
Covered State employees are as follows:
- elected officials
- full-time employees (non-permanent and permanent)
See the Office of the State Comptroller's
Memoranda 2007-25 and
REQUEST FOR INFORMATION REGARDING STATE EMPLOYEES IN THE RESERVES OF THE
ARMED FORCES OF THE UNITED STATES
REQUEST FOR INFORMATION
EMPLOYEES RETURNING TO STATE SERVICE
FROM ACTIVE MILITARY SERVICE
Payroll Information Release Form
FREQUENTLY ASKED QUESTIONS
Q. Who is eligible?
A. State employees of the Executive, Legislative or Judicial
Department are as follows: Elected Officials, Officers, and full-time
(non-permanent and permanent).
Q. What are the benefits?
- A. 1. Health Insurance Benefits - For the duration of
the time the State employee is on said military leave, they and their
dependents may continue their existent State group health insurance
including medical and/or dental coverage by continuing to pay the
employee share of the premium due.
- 2. Full Pay - Leave of absence with pay for thirty calendar
days beginning the date full-time employees are called to active
service. Paid leave applies to a calendar year. If the call-up continues
into the next calendar year the employee is eligible for another thirty
calendar days of paid military leave starting January 1.
- 3. Part Pay - After the expiration of the thirty calendar day
full the employee is paid the difference between the employee&'s base
rate of pay plus longevity, and the total compensation the employee
receives for such active military service. The employee would be
entitled to "part pay" for his/her primary State position
only. Eligibility for "part pay" is contingent on the fact
that the employee receives no other full pay from the State.
- 4. Vacation, Equivalent Leave and Sick Accruals - Eligible
employees who have been activated in the military will continue to
accrue all vacation time, equivalent leave time and sick time to which
the employee would be entitled if he or she had continued working in his
or her state position during the time of active military service and
will be credited with the accrued vacation time, equivalent leave time
or sick time. If these accruals of leave time cause the employee to
exceed any limit on leave, then the accrual limits will be temporarily
waived to allow the employee to use the excess leave time before the
later of the following: (A) from the date of the state employee&'s
discharge from active service until that state employee returns to state
employment, (B) not later than one hundred twenty calendar days after
the state employee returns to employment, or (C) not later than one
hundred twenty calendar days after the employee is credited with the
excess leave time
- 5. Additional Criteria - The state employee is not required
to exhaust accrued vacation time, equivalent leave time or sick time to
be eligible for the paid leave of absence and part pay. Equivalent leave
time means leave time classified as other than vacation time or sick
time and includes, but not limited to, leave time classified as recess
rather than vacation time.
Q. Why do I need to send every Leave Earnings Statement to my
- A. Failure to do so could result in over/under payments. The
intent of the statute is to make sure the employee has been paid as
though he/she had never been on military leave.
Q. When does the part-pay begin?
- A. After the expiration of the thirty calendar days from the
Q. What should be included in the calculation of the part-pay?
- A. The employee's base rate of pay, plus longevity, in the
employee's primary State position.
Q. What does the agency do when the employee returns?
- A. Take the following steps to perform this reconciliation:
- 1. Obtain copies of the employees&' Leave and Earnings
Statements covering the period that they were in active military duty
- 2. Calculate total gross military compensation. Gross
military compensation would include, (but is not limited to) base
military pay and special pay which includes enlistment and re-enlistment
bonuses. Other items not included on gross military compensation are
(BAH) housing, (BAS) subsistence, (OHA) overseas housing allowance and
- Please Note: Combat Zone Exclusions: Enlistment and
re-enlistment bonus payments and imminent danger/hostile fire pay that
occurs at the time when service is in a combat zone are excluded from
gross military compensation.
- 3. Determine the gross military compensation paid for the
first thirty calendar days of each year of active military duty.
Subtract this amount from the gross military compensation.
- 4. Subtract compensation received as a reimbursement of
expenses. The remainder will be considered the adjusted gross military
- 5. Calculate the total amount of "part pay" paid to
- This can be arrived at by determining the number of pay periods in
which the part pay was paid and multiplying that number times the amount
of part pay.
- 6. Determine the amount of what the State pay would have been
for the same period, less the compensation received for the first thirty
calendar days of each year of active military duty.
7. Add the amounts of step 4 and step 5, subtract the amount from
- 8. If the amount calculated in step 7 is less than the
adjusted gross military compensation (step 4), the employee has been
underpaid. The difference is to be paid to the employee as a lump sum
- 9. If the amount calculated in step 7 is greater than the
adjusted gross military compensation (step 4), the employee has been
over paid. The difference is to be repaid by the employee. Take the
necessary steps, as outlined in the employee&'s collective bargaining
contract or as prescribed by State policy, to obtain repayment from the