Exigency Leave. Employees requesting FMLA leave for qualifying exigency are required to complete Form WH-384 Certification of Qualifying Exigency for Military Family Leave and provide copy of the military member’s active duty orders or other documentation issued by the military which indicates that the military member is on covered active duty or call to covered active duty status.
Exigency Leave. An employee with a spouse, child or parent who is a military member on Covered Active Duty or notified of an impending call or order to covered active duty status may use up to 12 workweeks of unpaid leave to address certain qualifying exigencies arising out of the fact that the employee’s spouse, child, or parent is on Covered Active Duty or notified of an impending call or order to covered active duty status. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, attending post-deployment reintegration briefings, and providing parental care necessitated by the absence of the covered active duty of a military member whose parent is incapable of self-care.
Exigency Leave. Family members of service member in the National Guard or Reserves who are called to active duty may use up to their twelve (12) weeks of FMLA to manage the affairs of the service member while the member is on active duty. A qualifying exigency leave may be taken for either different reasons:
Exigency Leave. Eligible employees shall be entitled to a total of twelve (12) workweeks of unpaid leave during the twelve
Exigency Leave. There are eight different circumstances that will qualify as an “exigency” for military F&M leave:
Exigency Leave. Eligible employees shall be entitled to a total of twelve (12) work weeks of unpaid leave during the twelve (12) month period because of any “Qualifying Exigency” arising out of the active duty or call to active duty in the Armed Forces in support of a contingency operation of the employee’s spouse, son, daughter or parent, subject to the following:
