Page 413 - 2024 Orientation Manual

• Military caregiver leave is available only once for each covered service member, except that if
the service member develops another illness or injury, additional leave may be available.

• A maximum of 26 weeks is available for all FMLA leave during each 12-month measuring
period, including leave on account of your serious health condition or the serious health
condition of a family member, which remains limited to 12 weeks.

Qualifying Exigency Leave: You may be eligible for a maximum of 12 weeks of unpaid leave due to
any “qualifying exigency” or family emergency or obligation that arises because your spouse, son,
daughter or parent is on covered active duty, or has been notified of call up to active duty.

• The reasons for this type of leave are: (i) any issue that arises on account of short notice
deployment, but leave for this reason is for a maximum of seven days; (ii) military events, such
as ceremonies or informational meetings; (iii) childcare and school activities for the child of a
military member (a “child” must be under the age of 18 or incapable of self-care); (iv) making
financial and legal arrangements; (v) attending counseling for yourself, the military member or
a child; (vi) spending time with a military member who is on short-term or temporary rest and
recuperation, up to 15 days; (vii) post-deployment activities; (viii) to care for a military
member’s parent who is incapable of self-care; and (ix) additional activities that we may agree
are related to deployment.
• This leave may be taken on an intermittent basis, in reasonable increments.

Voluntary Benefits During Leave: In addition to our medical plans, you may have voluntarily
enrolled in a short-term or long-term disability plan or supplemental life insurance coverage. When
you enroll in these plans and agree to pay premiums, your agreement extends to the period of any
FMLA leave. If you do not timely pay, or you fail to pay your premiums, we may pay them on your
behalf and your voluntary benefits will continue during your leave. If we do so, you agree to promptly
reimburse us when your leave ends. Reimbursement is usually made by payroll deduction. You should
consult with the Executive Director for more information about making premium payments or
reimbursing us when your leave ends.

Spouses employed by the LSBA are jointly entitled to a combined total of 12 weeks of family leave for
the birth and care of a newborn child, or for the placement of a child for adoption or foster care with
the Employees.

An Employee is not entitled to FMLA leave under the following circumstances:

 The Employee does not meet the eligibility requirements above;

 The Employee has already used all of his/her FMLA leave at the time additional leave is
requested (however, an Employee may qualify for leave under LSBA’s other leave policies); or

 The reason for the absence does not qualify for FMLA leave.

If an Employee fails to submit any required documentation in a timely manner, leave may be delayed.
An Employee should direct questions regarding eligibility for FMLA leave to his/her supervisor or the
Executive Director.

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