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o A veteran who is undergoing medical treatment, recuperation, or therapy for a serious <br />injury or illness and who was a member of the Armed Forces (including a member of <br />the National Guard or Reserves) at any time during the period of 5 years preceding <br />the date on which the veteran undergoes that medical treatment, recuperation, or <br />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 injury 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 duty <br />in the Armed Forces) and that may render the member medically unfit to perform the <br />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 member <br />of the National Guard or Reserves) at any time during a period when the person was a <br />covered servicemember, means a qualifying (as defined by the Secretary of Labor) <br />injury or illness incurred by a covered servicemember in the line of duty on active <br />duty that may render the servicemember medically unfit to perform the duties of his <br />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 <br />a "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 <br />covered 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 Servicemember for Military Family <br />Leave <br />The City will require certification for the serious injury or illness of the covered servicemember. <br />The employee must respond to such a request within 15 days of the request or provide a <br />reasonable explanation for the delay. Failure to provide certification may result in a denial of <br />361Page <br />