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• The care for an immediate family member (spouse, domestic partner, parent or child)
with a serious health condition.
• The serious health condition of the employee which prevents the employee from
working.
• The care for a covered service member (see below) with a serious injury or illness that is
the spouse, parent, child or next of kin of the employee.
• Any qualifying emergency (see below) arising out of the fact that the spouse, or a son,
daughter, or parent of the employee is on covered duty (or has been notified of an
impending call or order to covered active duty) in the Armed Forces.
A covered service member means: (A) a member of the Armed Forces, including a member of the
National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is
otherwise in outpatient status, or is on the temporary disability retired list, for a serious injury or illness;
or (B) a veteran who is undergoing medical treatment, recuperation, or therapy, for a serious injury or
illness and who was a member of the Armed Forces, including a member of the National Guard or
Reserves, at any time during the period of 5 years preceding the date on which the veteran undergoes
that medical treatment, recuperation, or therapy.
A serious health condition is an illness, injury, impairment, or physical or mental condition that
involves either an overnight stay in a medical care facility, or continuing treatment by a health care
provider for a condition that either prevents the employee from performing the functions of the
employee’s job, or prevents the qualified family member from participating in school or other daily
activities. Other conditions may meet the definition of continuing treatment.
Qualifying emergencies may include attending certain military events, arranging for alternative
childcare, addressing certain financial and legal arrangements, attending certain counseling sessions,
and attending post-deployment reintegration briefings.
No greater or lesser leave benefits will be granted than those set forth in the applicable state and federal
laws. In certain situations, federal law requires that provisions of state law apply. In any case,
employees will be eligible for the most liberal benefits available under either law. Family and Medical
Leaves of absence will run concurrently with Medical leaves unless otherwise provided by law.
Eligibility and Return From Leave
Employees who have been employed for at least 12 months prior to the start of the leave, have worked
for a total of at least 1,250 hours during the 12 months and are eligible for other benefits may have a
right to family and medical leaves. FMLA leaves are for up to 12 work weeks per year (or 26 weeks to
provide care to a seriously injured service member) for eligible full-time employees, except as
otherwise provided by law. In most cases, employees returning from an FMLA must be reinstated to
the same or a comparable position. However, in certain situations, the Company legally may deny a
request for leave and/or refuse to reinstate an employee returning from leave.