Sec. 1. 26 MRSA c. 7, sub-c. 5, as amended, is further amended by repealing the subchapter headnote and enacting the following in its place:

SUBCHAPTER 5

MILITARY LEAVE OF ABSENCE

Sec. 2. 26 MRSA §812, sub-§1, as enacted by PL 2001, c. 662, §12, is amended to read:

1. Benefits accrual. Absence for military training Military leave of absence as described in section 811 does not affect the employee's right to receive normal vacation, sick leave, bonus, advancement and other advantages of employment normally to be anticipated in the employee's particular position.

Sec. 3. 26 MRSA §812, sub-§2, ¶B, as enacted by PL 2001, c. 662, §12, is amended to read:

B. After the expiration of the first 30 days of military leave of absence, the member of the National Guard or the Reserves of the United States Armed Forces has the option of continuing the health, dental and life insurance benefits in effect at the member's own expense by paying the insurance premium at the same rates as paid by the employer.

Sec. 4. 26 MRSA §1221, sub-§3, ¶A, as amended by PL 1983, c. 650, §2, is further amended to read:

A. At the time the status of an employing unit is ascertained to be that of an employer, the commissioner shall establish and thereafter maintain, until such the employer status is terminated, for each such the employer an "experience rating record," to which shall be are credited all the contributions which that the employer thereafter pays on his the employer's own behalf. Nothing in this This chapter shall may not be construed to grant any employer or individuals in his the employer's service prior claims or rights to the amounts paid by him the employer into the fund. Benefits paid to an eligible individual under the Maine Employment Security Law shall must be charged against the "experience rating record" of the claimant's most recent subject employer or to the General Fund if the otherwise chargeable "experience rating record" is that of an employer whose status as such has been terminated; except that no charge shall may be made to an individual employer but shall