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- Q -

 

 

Qualifying Exigency Leave

Employees are eligible to take up to 12 weeks of job protected leave under FMLA for any qualifying exigency that arises while a covered Servicemember who is a member of the Armed Forces, Reserves, or National Guard is on covered active duty in a foreign country or is called to covered active duty in a foreign country. There are 9 different categories of this type of leave:

1.     Short-notice deployment: a covered military member is notified of an impending call or order to covered active duty 7 or less days before deployment.

2.     Military events and related activities: to attend any official ceremony, program, or event sponsored by the military that is related to covered active duty, or to attend family support or assistance programs or information briefings sponsored by the military.

3.     Childcare and school activities: to arrange for childcare when covered active duty necessitates a change in childcare arrangements, to provide childcare on an urgent basis when the urgency arises from covered active duty status, to enroll in a new school or daycare because of covered active duty, or to attend meetings at a school or daycare for a child of a covered service member due to circumstances arising from covered active duty.

4.     Financial and legal arrangements: to make or update financial arrangements to address a covered military memberís absence while on covered active duty or to act as a covered military memberís representative before a federal, state, or local agency to obtain or arrange military service benefits while a covered service member is on covered active duty.

5.     Counseling: to attend counseling provided by someone other than a health care provider for oneself, the covered military member, or a child or a covered service member if the need for counseling arises from covered active duty or the call to covered active duty.

6.     Rest and recuperation: to spend up to15 days of leave with a covered military member who is on short-term, temporary, rest and recuperation leave.

7.     Post-deployment activities: to attend arrival ceremonies, reintegration briefings and events and other official ceremonies sponsored by the military for a period of 90 days after the termination of covered active duty status, or to address issues that arise from the death of a covered military member while on covered active duty status.

8.     Parental care: to care for the parent of a military member, or someone who stood in loco parentis of the military member, when the parent is incapable of self-care and the need for leave arises out of the military memberís covered active duty or call to covered active duty status.

9.     Additional activities: any other event that may arise out of covered active duty or a call to covered active duty status, provided that such leave is agreed upon by the employer and employee.

 

QuickPay

Method to calculate an employee's earnings, tax withholdings, deductions and net pay. QuickPay can be useful to show the effect of pretax and other deductions. Viewable Statement of Earnings.

 



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