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under FMLA. If the twelve (12) FMLA weeks have already been used, the employee can <br />request General Leave. If approved, before General Leave begins the employee must use <br />any accrued sick/ESST leave, compensatory time, or vacation leave that remains. If the <br />leave is approved the employee will be required to pay the full cost of all group insurance, <br />as provided under COBRA, oTdtrto continue coverage. <br />If the General Leave is not approved or the employee fails to request additional leave, the <br />employee will be considered to have voluntarily resigned. If circumstances beyond the <br />employee's control prevented the employee from requesting additional leave, a <br />retroactive leave request may be allowed, subject to the city administrator's approval. <br />FMLA — Qualified Exigency and Military Caregiver Leave <br />Qualified Exigency <br />Eligible employees (described above) whose spouse, son, daughter, or parent either has <br />been notified of an impending call or order to covered active military duty or who is <br />already on covered active duty may take up to twelve (12) weeks of leave for reasons <br />related to or affected by the family member's call-up or service. <br />The qualifying exigency must be one of the following: <br />1. Short -notice deployment <br />2. Military events and activities <br />3. Childcare and school activities <br />4. Financial and legal arrangements <br />5. Counseling <br />6. Rest and recuperation <br />7. Post -deployment activities <br />8. Parental care <br />9. Additional activities that arise out of active duty, provided that the employer and <br />employee agree, including agreement on timing and duration of the leave. <br />Military Caregiver Leave <br />An employee eligible for FMLA leave (described above) who is the spouse, son, daughter, <br />e-F-parent, or next of kin of a covered servicemember may take up to 26 weeks in a single <br />12-month period to care for that servicemember. <br />The family member must be a current member of the Armed Forces (including a member <br />of the National Guard or Reserves), who has a serious injury or illness incurred in the line <br />of duty on active duty for which he or she is undergoing medical treatment, recuperation, <br />or therapy, or otherwise is on outpatient status or on the temporary disability retired list. <br />Eligible employees may not take leave under this provision to care for former members of <br />the Armed Forces, former members of the National Guard and Reserves, and members on <br />the permanent disability retired list. <br />Page 36187 <br />Page 107 of 447 <br />