Title 9. Leave Time and Holidays — Subtitle 11. Other Leaves

the employee is a member of:

Except as provided in paragraph (2) of this subsection, an employee may use up to 15 days of disaster service leave in any 12–month period only after obtaining approval from the employee’s appointing authority.

An employee in the Executive Branch of State government may use up to 30 days of disaster service leave in any 12–month period only after obtaining approval from the employee’s appointing authority.

waive the requirements under subsections (b) and (c) of this section that an employee must request and obtain approval before the employee may use disaster service leave, if waiving the requirement would be in the best interest of the citizens of the State; and

increase the number of days of disaster service leave under subsection (c) of this section that an employee may use, if an increase would be in the best interest of the citizens of the State.

the employee has a positive tuberculin skin test result on a test taken by the employee at the direction of the employee’s appointing authority; and

the Secretary of Health determines that, for public health reasons, the employee should not work for a given period of time.

for jury service;

to attend employee organization events approved for this purpose by the Secretary;

up to 30 days for uniformed services training or active uniformed services duty in a reserve component or in the organized militia;

unless the employee is a party to the action or a paid witness, to appear in compliance with a subpoena:

for administrative leave for the purpose of immediately removing an employee from the work site, if the employee:

any other paid leave the Secretary deems necessary.

An employee may use:

An employee may use organ donation leave only after obtaining approval from the employee’s appointing authority.

is on active uniformed services duty on July 1, 2003; or

is activated for uniformed services duty on or after July 1, 2003.

An employee who is eligible to receive uniformed services administrative leave under this section is entitled to leave in an amount sufficient to compensate the employee, during each pay period for which the employee is eligible to receive uniformed services administrative leave under this section, for the difference between the employee’s active duty base salary paid by the federal government and the employee’s State base salary or direct wages.

Compensation provided under this subsection may not exceed an employee’s State base salary or direct wages.

Subject to paragraph (2) of this subsection, an employee who is the primary caregiver responsible for the care and nurturing of a child may use up to 60 days of parental leave to care for the child during the period immediately following:

An employee who uses parental leave following the birth of the employee’s child may not receive payment under this section unless the employee gives the employee’s immediate supervisor information required by guidelines issued by the Secretary on the federal Family and Medical Leave Act of 1993.

An employee who uses parental leave for adoption purposes may not receive payment under this subtitle unless the employee gives the employee’s immediate supervisor the certificate required by guidelines issued by the Secretary on the federal Family and Medical Leave Act of 1993.

In this section the following words have the meanings indicated.

“Child” means an adopted, biological, or foster child, a stepchild, or a legal ward, who is at least 6 months old and under the age of 27 years.

“Infant” means an adopted, biological, or foster child, a stepchild, or a legal ward, who is under the age of 6 months.

Subject to paragraph (3) of this subsection, an employee may use up to 10 days of parental bereavement leave within 60 days after the death of the employee’s child.

Subject to paragraph (3) of this subsection, an employee may use up to 60 days of parental bereavement leave within 60 days after:

An employee may use parental bereavement leave only after notifying the employee’s appointing authority of the employee’s intention to use parental bereavement leave.

An employee’s appointing authority may not require an employee entitled to parental bereavement leave under paragraphs (1) and (2) of this subsection to use any other paid leave available to the employee.