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servicemember for subsequent injury or illness or for a different covered <br /> servicemember. <br /> 8. In the event that both military caregiver leave and serious health condition of <br /> a family member apply, the leave should be designated only as Military <br /> Caregiver Leave. <br /> 9. Under the Military Caregiver Leave, there is no age limitation if the leave is to <br /> care for a son or daughter. <br /> Qualifying Exigency Leave <br /> 1. Family Medical Leave provides up to 12 weeks of job-protected leave for a <br /> qualifying exigency. An eligible employee may take qualifying exigency leave <br /> when the employee's spouse, son, daughter, or parent who is a member of <br /> the Armed Forces (including the National Guard and Reserves) is on covered <br /> active duty or has been notified of an impending call or order to covered active <br /> duty. <br /> 2. A "qualifying exigency" may include: <br /> a. Short notice deployment - (7 days' notice or less) <br /> b. Attending military events and related activities in connection with <br /> active duty or call to active duty <br /> c. Arranging for alternative childcare or schooling or providing urgent, <br /> temporary childcare <br /> d. Addressing certain financial and legal arrangements (execute power <br /> of attorney, modify bank account signature authority, to act as <br /> military member's representative) <br /> e. Attending counseling sessions <br /> f. Spending time with a military member who is on temporary rest and <br /> recuperation leave (up to five days) <br /> g. Attending post deployment activities and re-integration briefings <br /> h. Additional related activities agreed to by the employer and employee <br /> 3. In order for the employee to take qualifying exigency leave, the military <br /> member must be on covered active duty, under a call to covered active duty <br /> 704:2 FMLA Page 9 of 19 <br /> 120 <br />