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c.
To care for an employeeÊs spouse, child, or parent (but not parents-in-
law) who has a serious health condition (includes a child 18 years of age
or over who is incapable of self-care because of a mental or physical
disability);
d.
The employeeÊs own serious health condition that prevents the
employee from performing the essential functions of the job;
e.
Because of any qualifying exigency arising out of the fact that the
employeeÊs spouse, son, daughter, or parent is a covered military
service member on active duty (or has been notified of an impending
federal call or order to active duty) in support of a contingency
operation or is being deployed to a foreign country as a member of the
Regular Armed Forces; or
f.
To care for a covered service member with a serious injury or illness if
the employee is the spouse, son, daughter, parent, or next of kin of the
service member.
Leave for birth or placement of an adopted or foster child must be taken within
twelve (12) months of the birth or placement.
Leave for a serious health condition means an illness, injury, impairment of
physical or mental condition that involves inpatient care or continuing treatment
by a health care provider.
Employees are eligible to take FMLA leave because of a qualifying exigency when
the covered military member in the Regular Armed Forces is under a call or
order to active duty during deployment of the member to a foreign country; or
is on covered active duty or call to active duty status during deployment of the
member to a foreign country under a federal call or order to active duty in
support of a contingency operation described below as either a member of the
reserve components (Army National Guard of the United States, Army Reserve,
Navy Reserve, Marine Corps Reserve, Air National Guard of the United States,
Air Force Reserve and Coast Guard Reserve) or a retired member of the
Regular Armed Forces or Reserve. An employee whose family member is on
covered active duty during deployment of the member to a foreign country as a
member of a regular component of the Armed Forces is also eligible to take
leave because of a qualifying exigency. Leave for a qualifying exigency that
otherwise meets the requirements of the FMLA may be taken for the following
purposes: short-notice deployment; military events and related activities;
childcare and school activities; financial and legal arrangements; counseling; rest
and recuperation; post-deployment activities; and additional activities to which
HHHunt and the employee agree.
Covered service member caregiver leave is available for the eligible employees to
care for (1) a current member of the Armed Forces, including a member of the
National Guard or Reserves, who is undergoing medical treatment, recuperation
or therapy, is in outpatient status, or is on the temporary disability retired list,
and (2) a veteran undergoing medical treatment, recuperation, or therapy for a