Microsoft Word - 2015-4-29 HHHunt SL Handbook to Wordsprint

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

VI-43