QUALIFYING EXIGENCY. Qualifying exigencies include the following:
QUALIFYING EXIGENCY. The Board will require an employee to use accrued sick leave for purposes of an FMLA leave.
QUALIFYING EXIGENCY. An eligible employee who has a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their twelve (12) week leave entitlement to address certain qualifying exigencies.
QUALIFYING EXIGENCY. Qualifying exigencies include the following:
1. Short-notice deployment: Issues that arise from the fact that a covered military member is called to active duty with notice of seven calendar days or less prior to deployment. Absence can be for a period of seven calendar days beginning on the date a covered military member is notified of an impending call or order to active duty in support of a contingency operation.
2. Military events and related activities: To attend any official ceremony, program, or event sponsored by the military that is related to the active duty or call to active duty status, or to attend family support or assistance programs and informational briefings related to the call to active duty or call to active status.
QUALIFYING EXIGENCY a non-medical activity that is directly related to the covered military member’s active duty or call to active duty status.
QUALIFYING EXIGENCY. A “qualifying exigency” related to a family member who is a covered military member shall be as defined in the FMLA regulations.
QUALIFYING EXIGENCY. A Qualifying Exigency is defined as any one of the following, provided that the activity relates to the covered military member’s active duty or call to active duty status:
a. Short notice deployment to address issues that arise due to a covered military member being notified of an impending call to active duty seven (7) or fewer calendar days prior to the date of deployment.
b. Military events and activities, including official ceremonies.
c. Childcare and school activities for a child of the covered military member who is either under the age of 18 or incapable of self-care.
d. Financial and legal arrangements to address the covered military member’s absence or to act as the covered military member’s representative for purposes of obtaining, arranging, or appealing military service benefits while the covered military member is on active duty or call to active duty status and for the ninety (90) days after the termination of the covered military member’s active duty status.
e. Counseling (provided by someone other than a health care provider) for the employee, for the covered military member, or for a child of the covered military member who is either under age 18 or incapable of self-care.
f. Rest and recuperation (up to fifteen (15) days of leave for each instance) to spend time with a covered military member who is on short-term, temporary rest and recuperation leave during deployment.
g. Post-deployment activities to attend ceremonies sponsored by the military for a period of ninety (90) days following termination of the covered military member’s active duty and to address issues that arise from the death of a covered military member while on active duty status.
h. Parental care for the parent of the military member when the parent is incapable of self-care.
i. Additional activities related to the covered military member’s active duty or call to active duty status when the University and the employee agree that such activity qualifies as an exigency and agree to both the timing and duration of the leave.
QUALIFYING EXIGENCY. Certification supporting the need for leave due to a qualifying exigency.
QUALIFYING EXIGENCY. A Qualifying Exigency is defined as any one of the following, provided that the activity relates to the military member’s covered active duty or call to covered active duty status:
i. Short notice deployment to address issues that arise due to a military member being notified of an impending call to active duty seven or fewer calendar days prior to the date of deployment.
ii. Military events and activities, including official ceremonies.
iii. Childcare and school activities for a child of the military member who is either under the age of 18 or incapable of self-care.
iv. Financial and legal arrangements to address the military member’s absence or to act as the military member’s representative for purposes of obtaining, arranging, or appealing military service benefits while the military member is on active duty or call to active duty status and for the 90 days after the termination of the military member’s active duty status.
v. Counseling (provided by someone other than a health care provider) for the employee, for the military member, or for a child of the military member who is either under age 18 or incapable of self-care. University of California – Policy PPSM 2.210: Absence from Work.
vi. Rest and recuperation (up to 15 days of leave for each instance) to spend time with a military member who is on short-term, temporary rest and recuperation leave during deployment.
vii. Post-deployment activities to attend ceremonies sponsored by the military for a period of 90 days following termination of the military member’s active duty and to address issues that arise from the death of a military member while on active duty status.
viii. Parental care for the parent or parent-in-law of the military member when the parent or parent-in-law is incapable of self-care; and
ix. Additional activities related to the military member’s active duty or call to active duty status when the University and the employee agree that such activity qualifies as an exigency and agree to both the timing and duration of the leave.
QUALIFYING EXIGENCY. An eligible Teacher Assistant with a family member on covered active duty may take contractual medical leave for the following qualifying exigencies:
1. Issues arising from the military member's short notice deployment (i.e., deployment within seven or fewer days of notice);
2. To make or update financial and legal arrangements to address a military member's absence;
3. To attend counseling for the employee, the military member, or a child of the military member when the need for that counseling arises from the covered active duty or call to covered active duty status of the military member and the counseling is provided by someone other than a health care provider;
4. To attend military events and related activities, including official military ceremonies and programs or informational briefings related to the military member's covered active duty sponsored or promoted by the military or military service organizations;
5. To spend up to 15 calendar days with a military member who is on rest and recuperation leave;
6. Certain childcare and related activities for the military member's child while the military member on covered active duty;
7. To attend post-deployment activities within 90 days of the end of the military member's covered active duty or to attend to issues arising from the death of a military member while on covered active duty;
8. Certain person care activities for the military member's parent who is incapable of self-care; or
9. Any other event that the Teacher Assistant and the District agree is a qualifying exigency. Both the Teacher Assistant and the District must agree to the timing and duration of the leave.
