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A Current Servicemember: A current member of the Armed Forces, including a member of the U.S. National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or : is otherwise on the temporary disability retired list for a serious injury or illness; or A Veteran: A covered servicemember who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness, and who was discharged within the previous five years before the employee takes military caregiver leave to care for the veteran. Next of kin is the servicemember's nearest blood relative, other than the service member's spouse, parent, son, or daughter; unless the service. member designates in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave.under the FMLA. A SERIOUS ILLNESS OR INJURY FOR PURPOSES OF COVERED SERVICEMEMBER CARE IS: • For a Current Servicemember: An injury or illness that was incurred by the servicemember in the line of duty on active duty that may render the service member medically unfit to perform the duties of his or her office, grade, rank or rating. A serious injury or illness may also result from the aggravation or a pre- existing condition in the line of duty on active duty. • For a Veteran: An injury or illness that was incurred in the line of duty when the veteran was on active duty in the Armed Forces, including any injury or illness that resulted from the aggravation of a preexisting condition in the line of duty on active duty. The injury or illness may manifest itself during active duty or may develop after the service member becomes a veteran. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLA-qualifying reasons during the "single 12 month period" measured forward from the date an employee first takes leave for covered service member care and ends 12 months later regardless of.the 12 month period established for other types of FMLA leave. Once an employee exhausts his or her 26 workweek entitlement, he or she may not take any additional FMLA leave for any reason until the "single 12 month -period" ends. P80 SECTION NUMBER EFFECTIVE DATE ADMINISTRATIVE HUMAN POLICY RESOURCES AM -702.2 7/11/2017 SUBJECT PAGE MANUAL FAMILY AND MEDICAL LEAVE FMLA 3 of 7 A Current Servicemember: A current member of the Armed Forces, including a member of the U.S. National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or : is otherwise on the temporary disability retired list for a serious injury or illness; or A Veteran: A covered servicemember who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness, and who was discharged within the previous five years before the employee takes military caregiver leave to care for the veteran. Next of kin is the servicemember's nearest blood relative, other than the service member's spouse, parent, son, or daughter; unless the service. member designates in writing another blood relative as his or her nearest blood relative for purposes of military caregiver leave.under the FMLA. A SERIOUS ILLNESS OR INJURY FOR PURPOSES OF COVERED SERVICEMEMBER CARE IS: • For a Current Servicemember: An injury or illness that was incurred by the servicemember in the line of duty on active duty that may render the service member medically unfit to perform the duties of his or her office, grade, rank or rating. A serious injury or illness may also result from the aggravation or a pre- existing condition in the line of duty on active duty. • For a Veteran: An injury or illness that was incurred in the line of duty when the veteran was on active duty in the Armed Forces, including any injury or illness that resulted from the aggravation of a preexisting condition in the line of duty on active duty. The injury or illness may manifest itself during active duty or may develop after the service member becomes a veteran. An eligible employee is limited to a combined total of 26 workweeks of leave for any FMLA-qualifying reasons during the "single 12 month period" measured forward from the date an employee first takes leave for covered service member care and ends 12 months later regardless of.the 12 month period established for other types of FMLA leave. Once an employee exhausts his or her 26 workweek entitlement, he or she may not take any additional FMLA leave for any reason until the "single 12 month -period" ends. P80