Employee Manual 2023 - Flipbook - Page 44
the employee’s spouse, son, daughter or parent is on active duty or is called to active duty for any
of the following reasons:
• To address issues that arise from an impending call or order to active duty 7 or less
calendar days before deployment during that 7-day notice period.
• To attend an official ceremony, program or event sponsored by the military that is
related to the call to active duty or active duty of the military member.
• To attend certain family support or assistance programs and informational briefings
related to the call to active duty or active duty of the military member.
• To arrange for alternative child care when the call to duty or active duty necessitates
a change in existing arrangements.
• To provide child care on an urgent, immediate basis (but not on a routine, regular or
everyday basis), when the need arises because of the call to active duty or active duty.
• To enroll in or transfer a child to a new school or day care facility when necessitated
by the call to active duty or active duty.
• To attend meetings with staff at a school or day care facility when attendance is
necessary due to circumstances arising from the call to active duty or active duty.
• To make or update financial or legal arrangements to address the covered military
member’s absence caused by the call to active duty or active duty.
• To act as the military member’s representative before a government City concerning
military service benefits while they are called to active duty and for 90 days following
termination of active duty.
• To attend counseling for the covered military member or their child or certain other
dependents.
• To spend up to 5 days with the military member when they are granted short-term
leave during the period of deployment.
• To attend ceremonies and reintegration briefings and events sponsored by the
military during the 90 day period following termination of active service.
• To attend to issues surrounding the death of the military member.
• To address miscellaneous matters which arise out of the call to active duty or active
duty provided the employee and the City agree that such leave is a “qualifying
exigency” and further agree as to the timing, frequency and duration of the leave.
Generally, FMLA for Qualifying Exigencies (as identified above) are permitted only where the
military member is a military retiree, reservist or member of the National Guard and called by the
federal government to active duty to support a contingency operation. Thus, such leave is not
available when the family member is a member of the Regular Armed Forces.
Military Caregiver Leave: An eligible employee who is the spouse, child, parent, or the next of kin
of a “covered service member” with a serious injury or illness incurred in the line of duty shall be
entitled to a total of 26 workweeks of leave during a single 12 month period to care for the service
City of Plymouth Employee manual - Page 44 – March 2023
