A. Family Leave for Military Exigency. A Federal FMLA-eligible employee may take up to 12 work weeks of unpaid, job-protected leave in a 12-month period for a "qualifying exigency," as identified by federal law, arising out of the covered active duty foreign deployment of the employee's spouse, son, daughter, or parent. For members of the Regular Armed Forces, covered active duty is duty during deployment of the member with the Armed Forces to a foreign country. For members of the Reserve components of the Armed Forces, covered active duty is duty during deployment of the member with the Armed Forces to a foreign country under a call or order to active duty in a contingency operation. Vacation or other appropriate leave accruals may be used, if available. The County may require that an employee's request for qualifying exigency leave be supported by an appropriate certification, including a copy of the military member's active duty orders.

B. Military Caregiver Leave. A Federal FMLA-eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered servicemember who is recovering from a serious illness or injury sustained in the line of duty on active duty is entitled to up to 26 weeks of leave in a single 12-month period to care for the servicemember, or as otherwise provided by law. This military caregiver leave is combined and included as part of the 12-week total Federal FMLA leave available to employees.