Laserfiche WebLink
member of the National Guard or Reserves) at any time during the period of 5 years <br />preceding the date on which the veteran undergoes that medical treatment, <br />recuperation, or therapy. <br />• "Serious injury or illness" means: <br />o In the case of a member of the Armed Forces (including a member of the National <br />Guard or Reserves), means an iniury or illness that was incurred by the member in <br />line of duty on active duty in the Armed Forces (or existed before the beginning of <br />the member's active duty and was aggravated by service in line of duty on active <br />duty in the Armed Forces) and that may render the member medically unfit to <br />perform the duties of the member's office, grade, rank, or rating, and <br />o In the case of a veteran who was a member of the Armed Forces (including a <br />member of the National Guard or Reserves) at any time during a period when the <br />person was a covered servicemember, means a qualifying (as defined by the <br />Secretary of Labor) iniury or illness incurred by a covered servicemember in the <br />line of duty on active duty that may render the servicemember medically unfit to <br />perform the duties of his or her office, grade, rank or rating. <br />AMOUNT OF LEAVE — QUALIFIED EXIGENCY <br />An eligible employee can take up to 12 weeks of leave for a qualified exigency. <br />AMOUNT OF LEAVE — MILITARY CAREGIVER <br />An eligible employee taking military caregiver leave is entitled to 26 workweeks of leave during a <br />"single 12-month period." The "single 12-month period" begins on the first day the eligible <br />employee takes FMLA leave to care for a covered servicemember and ends 12 months after that <br />date. <br />Leave taken for any FMLA reason counts towards the 26-week entitlement. If an employee does <br />not take all 26 workweeks of leave to care for a covered servicemember during this "single 12- <br />month period," the remaining part of the 26 workweeks of leave entitlement to care for the covered <br />servicemember is forfeited. 29 C.F.R. § 825.127(e)(1) (2017). <br />CERTIFICATION OF QUALIFYING EXIGENCY FOR MILITARY FAMILY LEAVE <br />The City will require certification of the qualifying exigency for military family leave. The <br />employee must respond to such a request within 15 days of the request or provide a reasonable <br />explanation for the delay . Failure to provide certification may result in a denial of continuation of <br />leave. This certification will be provided using the DOL Certification of Qualifying Exigency for <br />Military Family Leave. <br />CERTIFICATION FOR SERIOUS INJURY OR ILLNESS OF COVERED <br />SERVICEMEMBER FOR MILITARY FAMILY LEAVE <br />The City will require certification for the serious iniury or illness of the covered servicemember. <br />The employee must respond to such a request within 15 days of the request or provide a reasonable <br />explanation for the delay . Failure to provide certification may result in a denial of continuation of <br />leave. This certification will be provided using the DOL Certification for Serious Injury or Illness <br />of Covered Servicemember. <br />All other provisions of the FMLA policy, including Use of Paid Leave, Employee Status and <br />Benefits During Leave, Procedure for Requesting Leave, and Benefits During Leave and <br />Reinstatement, are outlined above in the FMLA policy. <br />Questions should be directed to Human Resources. <br />441Page <br />