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Military Leave

Qualifying Exigency Leave

An eligible employee may use up to 12 workweeks of FMLA leave for certain reasons, known as qualifying exigencies, when their spouse, child, or parent is on covered active duty or under an impending call to covered active duty.

  • For a member of the Regular Armed Forces, covered active duty means duty during deployment with the Armed Forces to a foreign country.
  • For a member of the National Guard or Reserves, covered active duty means duty during deployment with the Armed Forces to a foreign country under a call or order to active duty in support of a contingency operation. 

Qualifying exigencies include, but are not limited to: 

  • Making childcare arrangements for the military member’s child,  
  • Attending certain military ceremonies and briefings, or  
  • Making financial or legal arrangements to address a military member’s absence.

Military Caregiver Leave

Eligible employees who are family members (spouse, son, daughter, parent or next of kin) of covered service members will be able to take up to 26 workweeks of leave in a single 12 month period to care for a covered service member .

  • A covered servicemember is a current servicemember or a recent veteran.
  • A current servicemember is a member of the Armed Forces, including a member of the National Guard or Reserves

Eligibility

You may be eligible for FMLA if you:

  • have worked for the University for at least 12 months as of the first day of leave; and
  • have worked for at least 1,250 hours in the 12 months prior to your first day of leave

FMLA Poster (PDF)           Supervisor Responsibilities