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02-16-16-WS
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02-16-16-WS
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2/16/2016 9:08:49 AM
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2/16/2016 8:59:34 AM
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City of Arden Hills Personnel Policy Effective February 29,2016 <br />Serious injury or illness means: <br />In the case of a member of the Armed Forces (including a member of the <br />National Guard or Reserves), means an injury or illness that was incurred by the <br />member in line of duty on active duty in the Armed Forces (or existed before <br />the beginning of the member's active duty and was aggravated by service in line <br />of duty on active duty in the Armed Forces) and that may render the member <br />medically unfit to perform the duties of the member's office, grade, rank, or <br />rating; and <br />In the case of a veteran who was a member of the Armed Forces (including a <br />member of the National Guard or Reserves) at any time during a period when <br />the person was a covered servicemember, means a qualifying (as defined by the <br />Secretary of Labor) injury or illness incurred by a covered servicemember in the <br />line of duty on active duty that may render the servicemember medically unfit to <br />perform the duties of his or her office, grade, rank or rating. <br />Outpatient status, with respect to a covered servicemember, means the status of <br />a member of the Armed Forces assigned to either a military medical treatment <br />facility as an outpatient; or a unit established for the purpose of providing <br />command and control of members of the Armed Forces receiving medical care <br />as outpatients. <br />Amount of Leave — Qualified Exigency <br />An eligible employee can take up to 12 weeks of leave for a qualified exigency. <br />Amount of Leave — Military Caregiver <br />An eligible employee taking military caregiver leave is entitled to 26 workweeks of leave <br />during a "single 12-month period." The "single 12-month period" begins on the first day <br />the eligible employee takes FMLA leave to care for a covered servicemember and ends 12 <br />months after that date. <br />Leave taken for any FMLA reason counts towards the 26 week entitlement. If an employee <br />does not take all of 26 workweeks of leave entitlement to care for a covered servicemember <br />during this "single 12-month period," the remaining part of the 26 workweeks of leave <br />entitlement to care for the covered servicemember is forfeited. <br />Certification of Qualifying Exigency for Military Family Leave <br />60
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