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2 <br />effective in 2009 and 2010. The expanded coverage provided that family members of military <br />personnel are eligible to receive: <br />• Up to 12 weeks of unpaid, job protected leave in a 12-month period for specified family <br />and medical reasons, or for any "qualifying exigency"~ arising out of the fact that a <br />covered military member is on active duty, or has been notified of an impending call or <br />order to active duty, in support of a contingency operation. <br />• Up to 26 weeks of job protected leave in a "single 12-month period" to care for a covered <br />servicemember with a serious injury or illness. <br />Currently, the language in Article IV, Section 14.0 of the Orange County Personnel Ordinance <br />(see attachment 1) which addresses Family Leave provides for up to three consecutive days of <br />paid leave for the birth or adoption of a child for all employees, including part-time and <br />probationary employees. The language currently in the Ordinance allows part-time and <br />probationary employees who may not be covered under FMLA to have up to three consecutive <br />days of leave for the birth or adoption of a child. At this time, staff is not recommending a <br />change to the leave entitlement. <br />Staff recommends that Article IV, Section 14.0 Orange County Personnel Ordinance be <br />amended to add the provisions of the FMLA as provided in Attachment 1 with the corresponding <br />Rules and Regulations (Attachment 2) proffered by the County Manager. This amendment <br />would make Orange County's Personnel Ordinance compliant with the Family Medical Leave <br />Act of 1993, and any amendment thereto. <br />FINANCIAL IMPACT: There is no financial impact associated with the consideration of this <br />amendment to the Orange County Personnel Ordinance. <br />RECOMMENDATION(S): The Manager recommends the Board approve the amendment to <br />Article IV, Section 14.0, Family Medical Leave to be effective upon signature of the <br />Administrative Rules and Regulations by the County Manager. <br />Examples of qualifying exigencies are: short notice deployment; military events and related activities, child care and related <br />activities arising out of call to services; making financial and legal arrangements to address military members' absence, and post <br />deployment activities. U.S Depmtment of Labor Wage and Hour Division, Fact Sireet #28A: The Fmnily and Medical Leave <br />Act Military FanrtlyLeave Entitlenrenls. <br />