Juggling vacation, military and family leave under new FMLA regs

by on
in FMLA Guidelines,Human Resources,Leaders & Managers,Management Training

The FMLA now requires employers to give employees serving in the military (or who are next of kin to service members) up to 26 weeks of unpaid leave under specific conditions. While few employers begrudge military families such leave, unforeseen leave can pose scheduling problems as employers come into the summer vacation season.

WHAT’S NEW: Military leave trumps other types of leave. Employers must consider that when making summer leave schedules. Unfortunately, military leave may not be foreseeable.

Workers who are family members of service personnel are entitled to take FMLA leave for a “qualifying exigency.” The new regulations define “qualifying exigency” as:

  • Short-notice deployment
  • Military events and related activities
  • Child care and school activities
  • Financial and legal arrangements
  • Counseling
  • Rest and recuperation
  • Post-deployment activities
  • Additional activities relate...(register to read more)

To read the rest of this article you must first register with your email address.

Email Address:

Leave a Comment