Spouses who are both employed by the agency are allowed a combined total of 12 weeks of FMLA leave within a 12-month period for the care of a newborn or adopted child, or to care for a parent with a serious health condition. If leave is requested due to the illness of a child or of the other spouse, each spouse is allowed 12 weeks of leave.
An eligible employee whose spouse, child, or parent is on covered active duty or has been notified of an impending call or order to covered active duty may use up to 12 workweeks of FMLA leave for qualifying exigencies. Qualifying exigencies may include certain military events, childcare and school arrangements, financial and legal arrangements, counseling, rest and recuperation, post-deployment activities, and parental care.
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is: (1) a current member of the Armed Forces, including a member of the
National Guard or Reserves, who is undergoing medical treatment, recuperation or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness*; or (2) a veteran who was discharged or released under conditions other than dishonorable at any time during the five-year period prior to the first date the eligible employee takes FMLA leave to care for the covered veteran, and who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness.*
*The FMLA definitions of “serious injury or illness” for current service members and veterans are distinct from the FMLA definition of “serious health condition”.
FMLA leave may be taken continuously, intermittently, or on a reduced schedule when medically necessary for the employee's or a covered family member's serious health condition, for military caregiver leave, or for a qualifying exigency. Intermittent leave for bonding with a newborn or newly placed child requires AIM's approval. When intermittent or reduced-schedule leave is foreseeable based on planned medical treatment, AIM may temporarily transfer the employee to an available alternative position for which the employee is qualified and that better accommodates recurring leave, with equivalent pay and benefits.
Employees must notify Human Resources in writing when the need for FMLA leave is foreseeable. When the need is not foreseeable, employees must notify Human Resources as soon as practicable and follow AIM’s call-in procedures. The notice should state when the leave is expected to begin, the reason the leave may qualify for FMLA protection, and the anticipated duration.
Failure to provide required notice may delay or affect FMLA protection to the extent permitted by law. When the need for leave results from an emergency or is otherwise unforeseeable, the employee must provide notice as soon as practicable, and the leave will not be denied solely because advance notice was not possible.
Employees must notify Human Resources when leave is needed and provide the information and documentation permitted by applicable law. Human Resources will explain eligibility, deadlines, pay, benefits, and return-to-work requirements.