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61 12/2024 <br /> <br /> <br />Leave taken for any FMLA reason counts towards the 26-week entitlement. If an employee does not take <br />all 26 workweeks of leave to care for a covered servicemember during this “single 12-month period,” the <br />remaining part of the 26 workweeks of leave entitlement to care for the covered servicemember is <br />forfeited. 29 C.F.R. § 825.127(e)(1) (2017). <br /> <br />CERTIFICATION OF QUALIFYING EXIGENCY FOR MILITARY FAMILY LEAVE <br />The City will require certification of the qualifying exigency for military family leave. The employee must <br />respond to such a request within 15 days of the request or provide a reasonable explanation for the delay. <br />Failure to provide certification may result in a denial of continuation of leave. This certification will be <br />provided using the DOL Certification of Qualifying Exigency for Military Family Leave. <br /> <br />CERTIFICATION FOR COVERED SERVICEMEMBER FOR MILITARY FAMILY LEAVE <br />The City will require certification for the serious injury or illness of the covered servicemember. The <br />employee must respond to such a request within 15 days of the request or provide a reasonable <br />explanation for the delay. Failure to provide certification may result in a denial of continuation of leave. <br />This certification will be provided using the DOL Certification for Serious Injury or Illness of Covered <br />Servicemember. <br /> <br />All other provisions of the FMLA policy, including Use of Paid Leave, Employee Status and Benefits During <br />Leave, Procedure for Requesting Leave, and Benefits During Leave and Reinstatement, are outlined above <br />in the FMLA policy. <br />