• To care for a covered servicemember, if the eligible employee is the covered servicemember's spouse, child, parent, or next of kin.

An eligible employee may take Qualifying Exigency Leave for the following reason:

• For any qualifying exigency arising out of the fact that the spouse, son, daughter, or parent of the eligible employee is on active duty (or has been notified of an impending call or order to active duty) in the armed forces in support of a contingency operation.

AMOUNT OF LEAVE AVAILABLE:

Family and Medical Leave

Eligible employees are entitled to 12 weeks' worth of leave during a rolling 12-month period. The entitlement of 12 workweeks for the birth or placement of a child expires at the end of the 12-month period beginning on the date of the birth or placement.

Covered Servicemember Leave

Eligible employees are entitled to 26 weeks' worth of leave during a single rolling 12-month period.

Qualifying Exigency Leave

Eligible employees are entitled to 12 weeks' worth of leave during a rolling 12-month period.

PROCESS:

Notification of Leave

An eligible employee must notify his or her immediate supervisor and the Office of Human Resources (HR) when he or she has a qualifying event for taking leave. If the need for leave is foreseeable, the eligible employee must provide KSU at least 30 days' prior written notice of the intent to take leave. However, if the need for leave is unforeseeable, the eligible employee must provide KSU written notice as soon as is practicable. Failure to provide adequate notice may lead to delayed leave.

Once an eligible employee has notified HR of his or her request to take leave, HR will promptly review the request. Following the review, HR will inform the eligible employee if he or she is indeed eligible under the FMLA. If he or she is, HR will provide the necessary paperwork for the eligible employee to fill out and return. HR will also notify the employee if any additional information is required and inform the employee of his or her rights and responsibilities. If HR confirms that an employee is not actually eligible under the FMLA, HR will provide the reason for the ineligibility in writing.

Certification of Leave

Eligible employees must provide HR certification of their requested leaves. For FMLA leave and covered servicemembers leave, an eligible employee must provide healthcare provider certification.

Leave for a qualifying exigency must be supported by a copy of the covered military member's active-duty orders and certification providing the appropriate facts relating to the particular qualifying exigency for which leave is being sought, including contact information if the leave involves meeting with a third party.