Eligible employees may take FMLA leave while the employee’s spouse, son, daughter, or parent (the ‘‘covered military member’’) is on covered active duty or call to covered active duty for one or more of the following qualifying exigencies:(1) Short notice deployment (matters arising because a member of the military learns that he or she is being called into duty less than seven days before deployment); (2) Military events and related activities (attending official ceremonies of the military or Red Cross); (3) Child care and school activities; (4) Financial and legal arrangements; (5) Counseling; (6) Rest and recuperation (which is limited to fifteen days of leave to spend time with a member of the military who is on short-term R & R); and (7) Post-deployment activities (such as arrival ceremonies and reintegration briefings). Importantly, these activities must be related to circumstances arising out of being on, or called to, covered active duty; everyday, regular and routine matters do not qualify. These categories are not exclusive, other events may arise which would be a covered exigency provided ACS and employee agree. For purposes of this leave, “covered active duty or call to covered active service” in the case of a member of the Regular Armed Forces means duty during the deployment of the member with the Armed Forces to a foreign country. In the case of a members of the Reserves component of the Armed Forces means duty during the deployment of the member with the Armed Forces to a foreign country under a federal call or order to active duty in support of a contingency operation pursuant to certain federal statutes.