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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 />continuation of leave. This certification will be provided using the DOL Certification for Serious <br />Injury or Illness 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 />6.5 Extended Medical Leave <br />When medically necessary and upon receipt of a medical certificate from an employee's treating <br />physician, the City Administrator may, at their sole discretion, approve a request for an unpaid <br />medical leave extension of up to three months due to the employee's serious medical condition <br />or to care for a spouse, parent, or child who has suffered a serious medical condition. <br />Before using unpaid leave under this section, the employee must exhaust all paid leave. <br />While on an extended medical leave, City benefits will be administered through COBRA and <br />will be offered at employees' cost. <br />Vacation, sick, and paid holiday leave will not be earned during a period of unpaid extended <br />medical leave. Use of approved extended medical leave will constitute a break in service for <br />40 <br />