Basic Regulations and Conditions of Leave the Town will require medical certification to support a claim for FMLA leave for an employee's own serious health condition or to care for a seriously ill child, spouse or parent. For the employee's own medical leave, the certification must include a statement that the employee is unable to perform the functions of his or her position. For FMLA leave to care for a seriously ill child, spouse or parent, the certification must include an estimate of the amount of time the employee is needed to provide care. In its discretion, the Town may require a second medical opinion and periodic re-certifications at its own expense. If the first and second opinions differ, the Town, at its own expense, may require the binding opinion of a third health care provider, approved jointly by the Town and the employee.
Basic Regulations and Conditions of Leave. A. The District will require medical certification to support a claim for leave for an employee’s own serious health condition or to care for a seriously ill child, spouse or parent or to care for an injured or ill military service member (see Section 4(C) below). For the employee’s own medical leave, the certification must include a statement that the employee is unable to perform the functions of his/her position. For leave to care for a seriously ill child, spouse or parent, the certification must include an estimate of the amount of time the employee is needed to provide care. In its discretion, the District may require a second (2nd) medical opinion and periodic recertification at its own expense. If the first (1st) and second (2nd) opinions differ, the District, at its own expense, may require the binding opinion of a third health care provider, approved jointly by the District and the employee.
Basic Regulations and Conditions of Leave. The Department will require medical certification to support a claim for FMLA leave for an employee's own serious health condition or to care for a seriously ill child, spouse or parent. For the employee's own medical leave, the certification must include a statement that the employee is unable to perform the functions of his or her position. For FMLA leave to care for a seriously ill child, spouse or parent, the certification must include an estimate of the amount of time the employee is needed to provide care. In its discretion, the Department may require a second medical opinion and periodic recertification at its own expense. If the first and second opinions differ, the Department, at its own expense, may require the binding opinion of a third health care provider, approved jointly by the Department and the employee.
