Exigency Leave Sample Clauses

Exigency Leave. Employees requesting FMLA leave for qualifying exigency are required to complete Form WH-384 Certification of Qualifying Exigency for Military Family Leave and provide copy of the military member’s active duty orders or other documentation issued by the military which indicates that the military member is on covered active duty or call to covered active duty status.
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Exigency Leave. An employee with a spouse, child or parent who is a military member on Covered Active Duty or notified of an impending call or order to covered active duty status may use up to 12 workweeks of unpaid leave to address certain qualifying exigencies arising out of the fact that the employee’s spouse, child, or parent is on Covered Active Duty or notified of an impending call or order to covered active duty status. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, attending post-deployment reintegration briefings, and providing parental care necessitated by the absence of the covered active duty of a military member whose parent is incapable of self-care.
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Exigency Leave. Family members of service member in the National Guard or Reserves who are called to active duty may use up to their twelve (12) weeks of FMLA to manage the affairs of the service member while the member is on active duty. A qualifying exigency leave may be taken for either different reasons: 1. Short notice deployment 2. Military events 3. Child care and school activities 4. Financial and legal arrangements 5. Counseling 6. Rest and recuperation 7. Post-deployment activities 8. Additional activities: Leave taken for other events when agreed upon between the employer and employee
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Exigency Leave. Eligible employees shall be entitled to a total of twelve (12) work weeks of unpaid leave during the twelve (12) month period because of any “Qualifying Exigency” arising out of the active duty or call to active duty in the Armed Forces in support of a contingency operation of the employee’s spouse, son, daughter or parent, subject to the following: (1) the employee must state a qualifying reason for the needed leave to allow the College to determine whether the purpose for the leave is one allowed under the Act; (2) leave may be taken on an intermittent basis (in separate blocks of time) or reduced schedule (reducing the usual number of hours per week or per day) because of a “Qualifying Exigency,” subject to the requirements and limitations set forth in the FMLA Regulations; and (3) the College may require requests seeking leave due to a “Qualifying Exigency” be supported by a signed Certification of Qualifying Exigency for Military Leave in the form provided by Rock Valley College.
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Exigency Leave. Eligible employees shall be entitled to a total of twelve (12) workweeks of unpaid leave during the twelve
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Exigency Leave. There are eight different circumstances that will qualify as an “exigency” for military F&M leave: 1. Issues arising from a covered servicemember’s short notice deployment [call to duty on seven (7) or fewer calendar days’ notice prior to the date of deployment] ; informational briefings sponsored or promoted by the military, military service organizations, or the American Red Cross that are related to the active duty or call to active duty of a covered servicemember;
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Related to Exigency Leave

  • Emergency Leave Notwithstanding any provisions for leave in this Agreement, the Employer may grant leave of absence with or without pay to an employee in emergency or unusual circumstances.

  • ▇▇▇▇ Leave For laid off employees, sick leave accruals shall remain on the books and be reinstated if such employees are re-appointed. Whenever a person becomes ineligible for re-employment and such person has not been re-employed, then, if at the point of layoff, such person was eligible to receive a sick leave accrual payoff, such person shall be paid for existing sick leave accruals in accordance with Item 12 of the Ventura County Firemen's Association 1976-1978 Memorandum of Understanding.

  • ▇▇▇▇▇’s leave 22.2.1 In normal circumstances an employee is not entitled to take carer's leave where another person has taken simultaneous leave to care for the same person. 22.2.2 The employee must, if required by the Employer, establish by production of a medical certificate or statutory declaration, the illness of the person concerned and that the illness is such as to require care by another. 22.2.3 The employee must where practicable, give the Employer notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the employee, the reason for taking such leave and the estimated length of absence. If it is not practicable for the employee to give prior notice of absence, the employee must notify the Employer by telephone of such absence at the first opportunity on the day of the absence. 22.2.4 The same considerations in quantum of carer’s leave applicable to part time Employees may be extended to eligible casuals but on an unpaid basis

  • Medical Leave Pursuant to applicable provisions of the Civil Service Rules, County Code, and other law, medical leaves of absence will be granted by the employee’s Department Head upon request only upon submission of a doctor’s certificate or other satisfactory medical evidence of the employee’s need for such leave.

  • Casual Leave Employees may be granted casual leave with pay to a maximum of two (2) hours for the following purposes: