Qualifying Exigency Leave. A covered employer must grant an eligible employee up to a total of 12 workweeks of unpaid leave during the normal 12-month period established by the employer for FMLA leave for qualifying exigencies arising out of the fact that the employee’s spouse, son, daughter, or parent is on active duty, or has been notified of an impending call or order to active duty, in support of a contingency operation. Under the terms of the statute, qualifying exigency leave is available to a family member of a military member in the National Guard or Reserves; it does not extend to family members of military members in the Regular Armed Forces.
Qualifying Exigency Leave. In the event that a member of the employee’s immediate household is called to covered active duty, such as a short notice deployment (i.e., deployment within seven or less days of notice), the employee will be granted time off to address necessary family matters in accordance with the Family and Medical Leave Act (FMLA).
Qualifying Exigency Leave. Qualifying Exigency Leave is an additional type of FML available to eligible employees. If the employee is the spouse, domestic partner, son, daughter or parent of a military member, the employee may take Qualifying Exigency Leave to attend to any “qualifying exigency” while the military member is on “covered activity duty or call to covered active duty status” (or has been notified of an impending call or order to covered active duty).
Qualifying Exigency Leave. Leave granted for bonding purposes shall be concluded within 12 months following the child’s birth or placement for adoption or xxxxxx care.
Qualifying Exigency Leave. An eligible employee with 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 also use their 12-week leave entitlement to address certain qualifying exigencies. The Department of Labor defines qualifying exigencies as: (1) short- notice deployment (up to seven days from date of notification), (2) military events and related activities, (3) childcare and school activities, (4) financial and legal arrangements, (5) counseling, (6) rest and recuperation (up to five days for each instance), (7) post- deployment activities occurring within 90 days following the termination of active duty status, and (8) additional activities arising from the service member's active duty or call to active duty not encompassed in the other categories, but agreed to by the employer and employee.
Qualifying Exigency Leave. Qualifying Exigency Leave is an additional type of Family Care and Medical Leave available to eligible employees. If the employee is the spouse, domestic partner, son, daughter or parent of a “covered military member,” the employee may take Qualifying Exigency Leave to attend to any “qualifying exigency” while the covered military member is on activity military duty or has been notified of an impending call or order to active military duty in the Armed Forces.
Qualifying Exigency Leave. When FMLA leave is taken for a "qualifying exigency," the employee is required to use up vacation leave (when eligible).
Qualifying Exigency Leave. An eligible employee may take up to 12 workweeks of FMLA leave for specific reason to a call to active duty by the employee’s parent, spouse or child who is a “covered military member.” “Covered military member” means the employee’s spouse, child, or parent on active duty or call to active duty. “Qualifying exigency” leave does not apply to members of the Regular Armed Forces, only Reserves, National Guard, or retirees who are called into active duty. The call to active duty must be a federal call; state calls to active duty are not covered unless under the order of the President of the United States. Leave may be taken for the following qualifying exigencies: Short-notice deployment, military events and related activities, childcare and school activities, financial and legal arrangements, counseling, rest and recuperation, and post- deployment activities.
Qualifying Exigency Leave. An eligible employee with 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 also use their 12-week leave entitlement to address certain qualifying exigencies. The Department of Labor defines qualifying exigencies as: (1) short- notice deployment (up to seven days from date of notification),
Qualifying Exigency Leave. Qualifying Exigency Leave is an additional type of FML available to eligible Postdoctoral Scholars. An eligible Postdoctoral Scholar who is the spouse, domestic partner, son, daughter or parent of a “military member”, may take Qualifying Exigency Leave to attend to any “qualifying exigency” when military member is on covered active duty or to covered active duty status (or has been notified of an impending call or order to covered active duty).
