Notice Concerning FMLA Military Leave Entitlements

Chapman University will be updating its policy concerning the Family and Medical Leave Act (FMLA) soon.  The policy will contain provisions concerning military leave that we wanted to bring to your attention.

The FMLA entitles eligible employees to take up to 26 workweeks of unpaid, job-protected leave in a 12-month period to care for an injured or seriously ill servicemember or veteran (“military caregiver leave”) or 12 workweeks of FMLA leave to cope with certain difficulties and challenges arising out of the foreign deployment of the employee’s spouse, son, daughter, or parent (“exigency leave”).

To be eligible for military caregiver leave, the employee must be the spouse, son, daughter, parent or next of kin of a covered servicemember.  A “covered servicemember” is one who is (1) undergoing medical treatment, recuperation, or therapy, (2) in outpatient status, or (3) on the temporary disability retired list for a serious injury or illness.  A covered servicemember may also include veterans who served within 5 years and are undergoing medical treatment, recuperating from a qualifying serious injury or illness, or have pre-existing injuries aggravated during active duty service.

Exigency leave may arise when an employee’s spouse, son, daughter, or parent who is a member of the Armed Forces (including the National Guard and Reserves) is on covered active duty or has been notified of an impending call or order to covered active duty. If an employee’s military relative is on covered active duty, the employee may be eligible to take FMLA leave for the following types of qualifying exigencies: (1) up to 7 days to address issues with the military member’s short-notice deployment; (2) to make financial and legal arrangements arising from the military member’s covered active duty; (3) to attend counseling for the employee, the military member, or the child of the military member; (4) to attend military events and related activities; (5) to spend time with a military member who is on Rest and Recuperation leave; (6) to address childcare activities concerning the military member’s child; (7) to attend post-deployment activities for up to 90 days following the termination of the military member’s active duty; and (8) to address activities relating to the care of the military member’s parent.

For more information, visit the U.S. Department of Labor’s guide for employees on military family leave.

Your Header Sidebar area is currently empty. Hurry up and add some widgets.