immediate family member with a serious health condition, etc.). When the necessity for a leave is foreseeable, the employee must provide at least 30 days’ notice. However, if the leave must begin in less than 30 days, the employee must provide as much advance notice as is practicable. 2. Management. In response to an employee’s request for family or medical leave, Management shall indicate whether or not the employee is eligible for such leave, if such leave will be counted against the employee’s annual family or medical leave entitlement, and any requirement for the employee to furnish medical certification. Management shall notify an employee if it designates leave, paid or unpaid, taken by an employee as family or medical leave-qualifying, regardless of whether or not the employee initiates a request to take family or medical leave. (f) Applicable Time Off. Employees who are granted leave in accordance with this section shall take time off in the following order: 1. Childbirth (Mother). A. Accrued sick leave (100% and 75%) or vacation for the entire period of disability that a health care provider certifies is necessary (including prenatal care or the mother’s inability to work prior to the birth), may be taken at the employee’s discretion. B. For the non-disability portion of childbirth leave (before delivery or after (“bonding”)), accrued vacation available at the start of the leave shall be used prior to the use of time under C., D., E. and F. below. C. Accrued 100% sick leave. The use of sick leave under this Subsection is at the employee’s discretion. D. Accrued 75% sick leave, following use of all 100% sick leave. The use of sick leave under this Subsection is at the employee’s discretion. E. Unpaid leave. F. Accrued compensatory time off may be used at the employee’s discretion, with Management approval, after exhaustion of 100% sick leave (A. above). In accordance with the final Department of Labor Regulations, which became effective January 16, 2009, and govern the federal Family and Medical Leave Act, any use of accrued compensatory time off under this Subsection shall be counted against the employee’s annual family and medical leave entitlement. 2. Childbirth (includes father or domestic partner), Adoption, Foster Care, or Family Illness. A. Annual family illness sick leave up to fifteen (15) days may be used at the employee's discretion.