If, on or after July 1, 2004, a regular full-time or regular part-time employee of the County has been mobilized under Title 10 or 32 of the United States Code for a period exceeding 30 days, the employee may receive from the County the difference between the employee's base pay and the employee's military pay plus allowances, if the military pay and allowances are lower than the County base pay. If, during a pay period for which the employee seeks differential pay, the employee receives any pay from the County, the amount received will be deducted from the differential payment, if any, for the same pay cycle.

The employee shall also continue to receive from the County any health care benefits the employee was receiving prior to mobilization within the limits and restrictions of the health care plan.

For the purposes of this Section, "base pay" shall mean the employee's regular straight time base hourly rate of pay plus longevity, if any.

Only members and potential members of the County Career Service, the County Civil Service, exempt regular employees of the Legislative Branch of government, the Executive Branch of government, the Prosecuting Attorney's Office, Superior and District Courts, and regular employees represented by bargaining units to the extent agreed upon through collective bargaining, are eligible to receive differential pay and continuation of benefits under this Section.

Receipt of differential payment and continuation of benefits is contingent on the employee applying for the same, agreeing to seek reemployment with Pierce County under Title 38, Chapter 43 of the United States Code, the Uniformed Services Employment and Reemployment Rights Act ("USERRA"), and providing the County with supporting documentation as deemed necessary by the Human Resources Department.

Payment and benefits provided for a mobilization under this Section shall be limited to the term(s) of the mobilization, but in no case shall be provided for more than 24 months from the date of mobilization.

Receipt of differential pay and continuation of benefits shall not grant any right, benefit, or interest in employment or reemployment not granted to employees under USERRA or Washington State law. It is not a vested benefit and Pierce County may repeal this program at any time.