Qualifying Exigency (FMLA) is for an eligible employee with a covered military member serving in the National Guard, Reserves or the Regular Armed Forces to manages the servicemember's affairs while the member is on covered active duty. This leave provides an eligible employee 12 weeks of leave in a 12-month rolling calendar period.

Step 1: Eligibility

An eligible employee with a military member serving in the National Guard, Reserves or Regular Armed Forces manages the servicemember's affairs while the member is on covered active duty.

  • Son
  • Daughter
  • Parent
  • Duke registered same sex spousal equivalent

Step 2: Initiate Qualifying Exigency (FMLA) Leave

Employees contact FMLASource® through either of these methods:

    • Online: Access the FMLASource Website through Single Sign-On (SSO link)
    • Phone: Call 844-229-1239

Step 3: Determine if absence is an FMLA qualifying event

Qualifying Events Include:

  1. Short-notice deployment;
  2. Military events and related activities;
  3. Childcare and school activities;
  4. Financial and legal arrangements;
  5. Counseling;
  6. Rest and recuperation;
  7. Post-deployment activities;
  8. Parental care;
  9. Additional

Step 4: Determine how FMLA will be taken - Consecutive or Intermittently (FMLASource®)

The way in which FMLA is taken will depend on medical guidance provided by the staff member's health provider and, if necessary, confirmed by Employee Occupational Health and Wellness.

Consecutive Leave (Full-time for a consecutive 12 week period or 26 week period for Military Family Leave):

Eligible staff members may take up to 12 weeks (the staff member's normal work week) or 480 hours of unpaid FMLA in a rolling 12-month period. Eligible FMLA hours are prorated based on a regular work schedule.

Intermittent Leave:

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