Type of Leave Covered. To qualify as FMLA leave under this policy, the employee must be taking leave for one of the reasons listed below:
1) The birth of a child and in order to care for that child.
2) The placement of a child for adoption or xxxxxx care and to care for the newly placed child.
3) To care for a spouse, child or parent with a serious health condition (described below).
4) The serious health condition (described below) of the employee. An employee may take leave because of a serious health condition that makes the employee unable to perform the functions of the employee's position. A serious health condition is defined as a condition that requires inpatient care at a hospital, hospice or residential medical care facility, including any period of incapacity or any subsequent treatment in connection with such inpatient care or a condition that requires continuing care by a licensed health care provider. This policy covers illnesses of a serious and long-term nature, resulting in recurring or lengthy absences. Generally, a chronic or long-term health condition that would result in a period of three consecutive days of incapacity with the first visit to the health care provider within seven days of the onset of the incapacity and a second visit within 30 days of the incapacity would be considered a serious health condition. For chronic conditions requiring periodic health care visits for treatment, such visits must take place at least twice a year. If an employee takes paid sick leave for a condition that progresses into a serious health condition and the employee requests unpaid leave as provided under this policy, the Township may designate all or some portion of related leave taken as leave under this policy, to the extent that the earlier leave meets the necessary qualifications.
5) Qualifying exigency leave for families of members of the National Guard or Reserves or of a regular component of the Armed Forces when the covered military member is on covered active duty or called to covered active duty. An employee whose spouse, son, daughter or parent either has been notified of an impending call or order to covered active military duty or who is already on covered active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. The qualifying exigency must be one of the following:
(1) short-notice deployment.
(2) military events and activities, 3) child care and school activities,
Type of Leave Covered. To qualify as FMLA leave under this policy, the employee must be taking leave for one of the reasons listed below:
1) The birth of a child and/or in order to care for that child.
2) The placement of a child for adoption or xxxxxx care and to care for the newly placed child.
3) To care for a spouse, child or parent witha serious health condition, as defined under number (4).
4) The serious health condition (as defined below) of the employee.
Type of Leave Covered. To qualify as FMLA/VPFLL leave, the employee must be taking leave for one of the reasons listed below:
a) The birth of a child and in order to care for that child.
b) The placement of a child for adoption or xxxxxx care and to care for a newly placed child.
c) To care for a spouse, child, or parent with a serious health condition.
d) The serious health condition of the employee.
e) (Under FMLA only) Qualifying exigency leave for families of members of the National Guard or Reserves or of a regular component of the Armed Forces when the covered military member is on covered active duty or called to covered active duty. An employee whose spouse, son, daughter, or parent has been notified of an impending call or order to covered active military duty or who is already on covered active duty may take up to 12 weeks of leave for reasons related to or affected by the family member’s call-up or service. The qualifying exigency must be one of the following: i) short-notice deployment, ii) military events and activities, iii) child care and school activities, iv) financial and legal arrangements, v) counseling, vi) rest and recuperation, viii) post-deployment activities, and
