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• The placement of a son or daughter with the employee for adoption or foster care, and bonding with the newly -placed child, and • The care of a parent with a serious health condition.: Eligible spouses are also limited to a combined total of 26 workweeks in a single 12 - month period to care for a covered service member with a serious injury or illness if each spouse is a parent, spouse, son or daughter, or next of kin of the service member. The limitation applies to a combination of military caregiver leave and leave for the other qualifying reasons above. The limitations do not apply to employees who are not legally married or to siblings or other relatives who are working together. PROVIDING NOTICE OF THE NEED FOR LEAVE: Unless extenuating circumstances exist, an employee must provide at least 30 days advance written notice to the Human Resources Department before FMLA leave is to begin. The failure to do so may cause delay or denial of leave. If the need for leave is unforeseeable, the employee must provide notice as soon as practicable. For unforeseen leave, the employee must follow the normal procedure for contacting the supervisor to report an absence. Employees generally will be notified by the Human Resources Department of your eligibility to take FMLA within 5 business days of receipt of a FMLA leave request. An employee will be notified if ineligible. PROVIDING EVIDENCE OF THE NEEDS FOR LEAVE: In most cases, the employee will be required to provide information to support the need for the FMLA leave. The required certification and supporting documentation will be based on the type of leave being requested. Certification forms and other requested documentation must be returned to the Human Resources Department within 15 days of the request (absent extenuating circumstances). Confidential information is maintained by the Human Resources Department. If the certification or supporting documentation is not sufficient, the employee will be notified and provided an opportunity to provide additional information. DESIGNATION OF THE LEAVE: After the certification form and/or supporting documentation has been reviewed by the Human Resources Department, the employee will be notified in writing whether the leave requested is FMLA covered. P82 SECTION NUMBER EFFECTIVE DATE ADMINISTRATIVE HUMAN POLICY RESOURCES AM -702.2 7/11/2017 SUBJECT PAGE MANUAL FAMILY AND MEDICAL LEAVE FMLA 5 of 7 • The placement of a son or daughter with the employee for adoption or foster care, and bonding with the newly -placed child, and • The care of a parent with a serious health condition.: Eligible spouses are also limited to a combined total of 26 workweeks in a single 12 - month period to care for a covered service member with a serious injury or illness if each spouse is a parent, spouse, son or daughter, or next of kin of the service member. The limitation applies to a combination of military caregiver leave and leave for the other qualifying reasons above. The limitations do not apply to employees who are not legally married or to siblings or other relatives who are working together. PROVIDING NOTICE OF THE NEED FOR LEAVE: Unless extenuating circumstances exist, an employee must provide at least 30 days advance written notice to the Human Resources Department before FMLA leave is to begin. The failure to do so may cause delay or denial of leave. If the need for leave is unforeseeable, the employee must provide notice as soon as practicable. For unforeseen leave, the employee must follow the normal procedure for contacting the supervisor to report an absence. Employees generally will be notified by the Human Resources Department of your eligibility to take FMLA within 5 business days of receipt of a FMLA leave request. An employee will be notified if ineligible. PROVIDING EVIDENCE OF THE NEEDS FOR LEAVE: In most cases, the employee will be required to provide information to support the need for the FMLA leave. The required certification and supporting documentation will be based on the type of leave being requested. Certification forms and other requested documentation must be returned to the Human Resources Department within 15 days of the request (absent extenuating circumstances). Confidential information is maintained by the Human Resources Department. If the certification or supporting documentation is not sufficient, the employee will be notified and provided an opportunity to provide additional information. DESIGNATION OF THE LEAVE: After the certification form and/or supporting documentation has been reviewed by the Human Resources Department, the employee will be notified in writing whether the leave requested is FMLA covered. P82