• Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter, or parent is a covered military member on “covered active duty.” • Twenty-six work weeks of leave during a single twelve-month period to care for a covered service member with a serious injury or illness if the eligible employee is the service member’s spouse, son, daughter, parent, or next of kin (military caregiver leave). If FMLA is needed, please contact your supervisor at least 30 days in advance if foreseeable or as soon as practicable. Jury Duty Jury duty leave is job-protected leave. An employee who is on jury duty is entitled to protection against termination or other adverse action by the employer. Paid leave for jury duty is not required and is determined by the Agency’s policy. Federal law states that an employer is not required to pay for time not worked, which includes time spent on jury duty. Please see the Agency Administrator for a copy of your Agency’s policy.
