An employee can take up to 12 weeks of FMLA leave for any qualifying exigency arising out of the fact that the spouse, or a son, daughter, or parent of the employee is on active duty (or has been notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation. This leave is not confined to a single 12-month period. The 12-weeks are also reduced by leave for any other qualifying FMLA event during the 12-month period.