Laserfiche WebLink
d. To care for the employee's spouse, child, registered domestic partner <br /> or parent with a serious health condition; <br /> e. To care for the employee's grandparent with a serious health condition <br /> for whom the employee has assumed primary financial responsibility. <br /> f. For Military Caregiver to care for a covered servicemember with a <br /> serious injury or illness occurred in the line of duty who is the <br /> employee's child, spouse, parent, or next of kin. <br /> g. For qualifying exigencies related to the foreign deployment of a military <br /> member who is the employee's spouse, child, or parent. <br /> 2. The right to take family medical leave for the birth of a child or the placement <br /> of a child for adoption applies equally to male and female employees. A mother <br /> can also take FMLA leave for prenatal care, incapacity related to pregnancy, <br /> and for her own serious health condition following the birth of a child. A father <br /> can also use FMLA leave to care for his spouse who is incapacitated due to <br /> pregnancy or child birth. <br /> 3. Family medical leave may commence prior to the birth or adoption of a child. <br /> a. An expectant mother may take family medical leave before the birth of <br /> the child for prenatal care if her condition makes her unable to work. <br /> b. An employee can take family medical leave before the placement or <br /> adoption of the child if absence from work is required for the placement <br /> for adoption or foster care to proceed, such as for counseling sessions, <br /> to appear in court, consult with attorney or doctor representing birth <br /> parent, etc. <br /> 4. An employee's entitlement to family medical leave for the birth of a child or <br /> placement of a child for adoption or foster care expires at the end of the 12- <br /> month period beginning on the date of the birth or placement. Any such FMLA <br /> leave must be concluded within this one-year period. <br /> 5. An employee may be permitted to take intermittent leave or leave on a reduced <br /> leave schedule: <br /> a. When medically necessary to care for a sick family member or for the <br /> employee's own serious health condition, an employee shall be granted <br /> intermittent leave or a reduced leave schedule: <br /> 704:2 FMLA Page 6 of 19 <br /> 117 <br />