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b. An employee may take intermittent leave or a go on a reduced leave <br /> schedule for the birth or placement of a child at the department director's <br /> discretion. <br /> 6. A husband and wife who are both employed by the City and are eligible <br /> for family medical leave are permitted to take only a combined total of twelve <br /> (12) weeks of leave during any twelve (12)-month period if the leave is taken: <br /> a. For birth of a son or daughter or to care for the child after birth; <br /> b. For placement of a son or daughter for adoption or foster care, or to <br /> care of the child after placement; or <br /> c. To care for a parent (but not a parent-in-law) with a serious health <br /> condition. <br /> d. To care for a grandparent with a serious health condition. <br /> e. Where the husband and wife both use a portion of the total twelve week <br /> period of family medical leave for one of the purposes above, the <br /> husband and wife would each be entitled to the difference between <br /> the amount he or she has taken individually and twelve weeks of family <br /> medical leave (or 26 weeks for Military Caregiver leave) for a purpose <br /> other than those listed above in this section. <br /> 7. An employee's workers' compensation absence may be due to an on-the-job <br /> injury or illness that also qualifies as a serious health condition under the <br /> FMLA. In this scenario, the workers' compensation absence and FMLA leave <br /> will run concurrently. <br /> Military Caregiver Leave also known as Covered Servicemember Leave <br /> 1. Military caregiver leave allows an eligible employee who is the spouse, son, <br /> daughter, parent, or next of kin of a covered servicemember with a serious <br /> injury or illness to take up to a total of 26 workweeks of unpaid leave during a <br /> "single 12-month period" to provide care for the servicemember. <br /> 2. The "single 12-month period" begins on the first day that the employee takes <br /> military caregiver leave and is measured forward from that date, regardless of <br /> the calendar method otherwise used by the City to determine the employee's <br /> leave period for other FMLA qualifying reasons. <br /> 3. A covered servicemember is either: <br /> a. A current member of the Armed Forces, including a member of the U. S. <br /> National Guard or Reserves, who is undergoing medical treatment, <br /> • <br /> 704:2 FMLA Page 7 of 19 <br /> 118 <br />