Common use of Military Caregiver Leave Clause in Contracts

Military Caregiver Leave. A covered employer must grant an eligible employee who is a spouse, son, daughter, parent, or next of kin of a covered servicemember with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a single 12-month period to care for the servicemember. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard of Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. A serious injury or illness is one that was incurred by a servicemember in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of his or her office, grade, rank, or rating. The single 12-month period for leave to care for a covered servicemember with a serious injury or illness begins on the first day the employee takes leave for this reason and ends 12 months later, regardless of the 12 month period established by the employer for other types of FMLA leave. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLAqualifying reason during the single 12-month period. (Only 12 of the 26 weeks total may be for an FMLA- qualifying reason other than to care for a covered servicemember.)

Military Caregiver Leave. A covered employer must grant an eligible employee who is a spouse, son, daughter, parent, or next of kin of a covered servicemember with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a single 12-month period to care for the servicemember. A covered servicemember is a current member of the Armed Forces, including a member of the National Guard of Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. A serious injury or illness is one that was incurred by a servicemember in the line of duty on active duty that may render the servicemember medically unfit to perform the duties of his or her office, grade, rank, or rating. The single 12-month period for leave to care for a covered servicemember with a serious injury or illness begins on the first day the employee takes leave for this reason and ends 12 months later, regardless of the 12 month period established by the employer for other types of FMLA leave. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLAqualifying FMLA qualifying reason during the single 12-month period. (Only 12 of the 26 weeks total may be for an FMLA- qualifying reason other than to care for a covered servicemember.)

Military Caregiver Leave. A covered employer must grant an eligible employee who is a spouse, son, daughter, parent, or next of kin of a covered servicemember service member with a serious injury or illness up to a total of 26 workweeks of unpaid leave during a “single 12-month period period” to care for the servicememberservice member. A covered servicemember service member is a current member of the Armed Forces, including a member of the National Guard of or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness. A serious injury or illness is one that was incurred by a servicemember service member in the line of duty on active duty that may render the servicemember service member medically unfit to perform the duties of his or her office, grade, rank, or rating. The “single 12-month period period” for leave to care for a covered servicemember service member with a serious injury or illness begins on the first day the employee takes leave for this reason and ends 12 months later, regardless of the 12 month period established by the employer for other types of FMLA leave. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLAqualifying FMLA-qualifying reason during the “single 12-month period. .” (Only 12 of the 26 weeks total may be for an FMLA- a FMLA-qualifying reason other than to care for a covered servicememberservice member.)

Military Caregiver Leave. A covered employer must The Employer will grant an eligible employee who is a spouse, son, daughter, parent, parent or next of kin of a covered servicemember service member with a serious injury or illness up to a total of 26 workweeks twenty-six (26) work weeks of unpaid leave during a single twelve (12-) month period to care for the servicemembera service member. A "covered servicemember service member" is a current member of the Armed Forces, including a member of the National Guard of or Reserves, who is undergoing medical treatment, recuperation, recuperation or therapy, is otherwise in In outpatient status, status or is otherwise on the temporary temporarily disability retired list, list for a serious injury or illness. A serious injury or illness is one that which was incurred by a servicemember the service member in the line of duty on active duty that may render the servicemember medically service member unfit to perform the duties of his or her office, grade, rank, rank or rating. The "single twelve (12-) month period for leave to care for a covered servicemember service member with a serious injury or illness begins on the first day the employee takes leave for this reason and ends 12 twelve (12) months later, regardless of the 12 twelve (12) month period established by the employer for other types of FMLA leaveLeave. An eligible employee is limited to a combined total of 26 workweeks twenty-six (26) work weeks of leave for any FMLAqualifying FMLA-qualifying reason during the a single twelve (12-) month period. Only twelve (Only 12 12) of the 26 twenty-six (26) weeks total may be used for an FMLA- the FMLA qualifying reason other than to care for a covered servicememberservice member. This provision shall be administered in accordance with t e U.S. Department of Labor Relations.)