Common use of Certification and Other Supporting Documentation Clause in Contracts

Certification and Other Supporting Documentation. 1) CERTIFICATION WHEN FML IS TAKEN FOR THE EMPLOYEE'S OWN SERIOUS HEALTH CONDITION. a) Certification that the employee has a serious health condition as defined in Section B.1.a., above; and b) A statement as to whether the employee is unable to perform any one or more of the essential assigned functions of the position; and c) The date on which the employee's serious health condition began, if known, the probable duration of the condition and the employee's probable date of return; and d) Whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work schedule, and if so, the probable duration of such schedule; and e) If the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN FML IS TAKEN TO CARE FOR THE EMPLOYEE'S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION. a) Certification that the employee's family member has a serious health condition as defined in Section B.1.a., above ,and b) A statement that the family member's serious health condition warrants the participation of the employee to provide supervision or care (which includes psychological comfort) during a period of the treatment or incapacity, and c) Whether the employee's family member will need supervision or care over a continuous period of time, intermittently or on a reduced schedule basis; the leave schedule the employee will need in order to provide that care; and the probable duration that need for leave. d) In addition, the employee will be required to certify either on the same form or separately the care s/he will provide the family member and the estimated duration of the period of care.

Certification and Other Supporting Documentation. 1) CERTIFICATION WHEN . When leave is requested for the employee's own serious health condition, the University may, at its discretion, require that an employee's request for FML IS TAKEN FOR THE EMPLOYEE'S OWN SERIOUS HEALTH CONDITION. a) Certification be supported by a written certification issued to the University by the employee's health care provider. Such request to the employee shall be in writing. The certification may be provided on a form given to the employee by the University and shall, regardless of the format, in addition to certifying that the employee has a serious health condition as defined in Section B.1.a.condition, above; andinclude the following: ba) A a statement as to whether the employee is unable to perform any one or more of the essential assigned functions of the position; and; cb) The date on which the employee's serious health condition begandate, if known, on which the probable serious health condition commenced; the probabley duration of the condition condition; and the employee's ’s probable date of return; and; dc) Whether whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work leave schedule, and if so, the probable duration of such schedule; and ed) If if the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN FML IS TAKEN TO CARE FOR THE EMPLOYEE'S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION. a) . When a leave of absence is requested for the serious health condition of the employee's family member, the University shall require that an employee's request for leave be supported by written certification issued by the family member's health care provider. When certification is required by the University, such requirement shall be submitted to the employee in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of the format, in addition to certifying that the employee's family member has a serious health condition as defined in Section B.1.a.condition, above ,andinclude: ba) A a statement that the family member's serious health condition of the family member warrants the participation of the employee to provide supervision or care (which includes psychological comfort) during a period of the treatment or incapacity, and; cb) Whether whether the employee's ’s family member will need supervision or care over a continuous period of time, intermittently or on a reduced schedule basis; the leave schedule the employee will need in order to provide that care; and the probable duration that need for leave.the employee is needed to provide care; and dc) In addition, the employee will be required to certify either on the same form or separately the care she/he she they will provide to the family member and the estimated duration of the period of care.

Certification and Other Supporting Documentation. 1) CERTIFICATION WHEN FML IS TAKEN FOR THE EMPLOYEE'S ’S OWN SERIOUS HEALTH CONDITION.. When FML is requested for the employee's own serious health condition, the University may, at its discretion, require that an employee's request for leave be supported by written certification issued by the employee's health care provider. When the University requires certification, the University shall inform the employee of this requirement in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of a) Certification that the employee has a serious health condition as defined in Section B.1.aB.1.a.4., above; and b) A statement as to whether the employee is unable to perform any one or more of the essential assigned functions of the position; and c) The date on which the employee's serious health condition began, if known, the probable duration of the condition and the employee's probable date of return; and d) Whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work schedule, and if so, the probable duration of such schedule; and e) If the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN FML IS TAKEN TO CARE FOR THE EMPLOYEE'S ’S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION.. When FML is requested so that the employee may care for a family member with a serious health condition, the University may, at its discretion, require that an employee's request for leave be supported by written certification issued by the family member's health care provider. When the University requires certification, the University shall inform the employee in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of the format in which it is provided, include: a) Certification that the employee's family member has a serious health condition as defined in Section B.1.aB.1.a.4., above ,above; and b) A statement that the family member's serious health condition warrants the participation of the employee to provide supervision or care (which includes psychological comfort) during a period of the treatment or incapacity, ; and c) Whether the employee's family member will need supervision or care over a continuous period of time, intermittently or on a reduced schedule basis; the leave schedule the employee will need in order to provide that care; and the probable duration that need for leave. d) In addition, the employee will be required to certify either on the same form or separately the care s/he will provide the family member and the estimated duration of the period of care. 3) CERTIFICATION WHEN FML IS TAKEN AS PREGNANCY DISABILITY LEAVE. When FML is taken as Pregnancy Disability Leave, the employee may be required to provide a certification in accordance with Section C.4. below: 4) CERTIFICATION WHEN FML IS TAKEN FOR MILITARY CAREGIVER LEAVE. When Military Caregiver Leave is requested, the employee may be required to provide a certification completed by an authorized health care provider of the covered servicemember, which includes health care providers affiliated with the Department of Defense, the Veterans Administration, and TRICARE, as well as any other health care provider (as defined in Section B.1.a.5. above) who is treating the covered servicemember. The certification shall provide information sufficient to establish entitlement to Military Caregiver Leave, including information establishing that the servicemember is a covered servicemember for purposes of Military Caregiver Leave and that she or he has a covered relationship with the employee, as well as an estimate of the leave needed to provide the care. When the covered servicemember is a covered veteran, the employee may be required to provide information establishing her or his veteran status, the date of separation from the Armed Forces, and that separation was other than dishonorable. 5) CERTIFICATION WHEN FML IS TAKEN FOR QUALIFYING EXIGENCY LEAVE. When Qualifying Exigency Leave is requested, an employee may be required to provide a copy of the military member’s active duty orders. Employees may also be required to provide certification of: (1) the reasons for requesting Qualifying Exigency Leave, (2) the beginning and end dates of the qualifying exigency, and (3) other relevant information.

Certification and Other Supporting Documentation. 1) CERTIFICATION WHEN FML IS TAKEN FOR THE EMPLOYEE'S ’S OWN SERIOUS HEALTH CONDITION.. When FML is requested for the employee's own serious health condition, the University may, at its discretion, require that an employee's request for leave be supported by written certification issued by the employee's health care provider. When the University requires certification, the University shall inform the employee of this requirement in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of the format in which it is provided, include: a) Certification that the employee has a serious health condition as defined in Section B.1.aB.1.a.4., above; and b) A statement as to whether the employee is unable to perform any one or more of the essential assigned functions of the position; and c) The date on which the employee's serious health condition began, if known, the probable duration of the condition and the employee's probable date of return; and d) Whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work schedule, and if so, the probable duration of such schedule; and e) If the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN FML IS TAKEN TO CARE FOR THE EMPLOYEE'S ’S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION.. When FML is requested so that the employee may care for a family member with a serious health condition, the University may, at its discretion, require that an employee's request for leave be supported by written certification issued by the family member's health care provider. When the University requires certification, the University shall inform the employee in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of the format in which it is provided, include: a) Certification that the employee's family member has a serious health condition as defined in Section B.1.aB.1.a.4., above ,above; and b) A statement that the family member's serious health condition warrants the participation of the employee to provide supervision or care care[krs2] (which includes psychological comfort) during a period of the treatment or incapacity, ; and c) Whether the employee's family member will need supervision or care over a continuous period of time, intermittently or on a reduced schedule basis; the leave schedule the employee will need in order to provide that care; and the probable duration that need for leave. d) In addition, the employee will be required to certify either on the same form or separately the care s/he will provide the family member and the estimated duration of the period of care. 3) CERTIFICATION WHEN FML IS TAKEN AS PREGNANCY DISABILITY LEAVE. When FML is taken as Pregnancy Disability Leave, the employee may be required to provide a certification in accordance with Section C.4. below: 4) CERTIFICATION WHEN FML IS TAKEN FOR MILITARY CAREGIVER LEAVE. When Military Caregiver Leave is requested, the employee may be required to provide a certification completed by an authorized health care provider of the covered servicemember, which includes health care providers affiliated with the Department of Defense, the Veterans Administration, and TRICARE, as well as any other health care provider (as defined in Section B.1.a.5. above) who is treating the covered servicemember. The certification shall provide information sufficient to establish entitlement to Military Caregiver Leave, including information establishing that the servicemember is a covered servicemember for purposes of Military Caregiver Leave and that she or he has a covered relationship with the employee, as well as an estimate of the leave needed to provide the care. When the covered servicemember is a covered veteran, the employee may be required to provide information establishing her or his veteran status, the date of separation from the Armed Forces, and that separation was other than dishonorable. 5) CERTIFICATION WHEN FML IS TAKEN FOR QUALIFYING EXIGENCY LEAVE. When Qualifying Exigency Leave is requested, an employee may be required to provide a copy of the military member’s active duty orders. Employees may also be required to provide certification of: (1) the reasons for requesting Qualifying Exigency Leave, (2) the beginning and end dates of the qualifying exigency, and (3) other relevant information.

Certification and Other Supporting Documentation. 1) CERTIFICATION WHEN Certification When FML IS TAKEN FOR THE EMPLOYEE'S OWN SERIOUS HEALTH CONDITION. a) is Taken for the Employee’s Own Serious Health Condition: When FML is requested for the employee's own serious health condition, the University may, at its discretion, require that an employee's request for FML be supported by a written certification issued to the University by the employee’s health care provider. When certification is required by the University, such requirement shall be made to the employee in writing. Certification that may be provided by the employee on a form given to the employee by the University and shall, regardless of the format in which it is provided, in addition to certifying the employee has a serious health condition as defined in Section B.1.aD.1.c., above; and b) , include: • A statement as to whether the employee is unable to perform any one (1) or more of the essential assigned functions of the position; and c, including a statement of the function(s) The the employee is unable to perform, and • the date on which the employee's serious health condition began, if known, and the probable duration of the condition and the employee's probable date of return; and d) Whether . • whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work leave schedule, and if so, the probable duration and timing of such schedule; and e) If , and • if the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN Certification When FML IS TAKEN TO CARE FOR THE EMPLOYEE'S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION. a) Certification that is Taken to Care for the Employee’s Family Member with a Serious Health Condition: If FML is requested to care for the employee's family member with a serious health condition, written certification must be provided by the employee and must include: (a) certification that the family member has a serious health condition as defined in Section B.1.a.D.1.c. above, above ,and (b) A a statement that the family member's serious health condition warrants the participation of the employee to provide supervision or care (which includes psychological care and comfort) during a period of the treatment or incapacity), and (c) Whether whether the employee's family member will need supervision or care over a continuous period of time, intermittently or on a reduced schedule basis; , and (d) the leave schedule the employee will need in order to provide that supervision or care; and (e) the probable duration that of the need for leave. d) . In addition, the employee will may be required to certify either on the same form or separately what care the care s/he employee will provide the family member and the estimated duration of the period of care. 3) Certification When FML is Taken as Pregnancy Disability Leave: When FML is taken as Pregnancy Disability Leave, the employee may be required to provide a written certification in accordance with Section C.5. above. 4) Certification When FML is Taken as Military Caregiver Leave: When FML is taken as Military Caregiver Leave, the employee may be required to provide a written certification completed by an authorized health care provider of the covered servicemember, which includes health care providers affiliated with the Department of Defense, the Veterans Administration, and TRICARE, as well as any health care provider, as defined in Section D.1.d. above, who is treating the covered servicemember. The certification should provide information sufficient to establish entitlement to Military Caregiver Leave, including information establishing that the servicemember is a covered servicemember for purposes of Military Caregiver Leave and that the servicemember has a relationship with the employee, as well as an estimate of the leave needed to provide the care. When the covered servicemember is a covered veteran, the employee may be required to provide information establishing their veteran status, the date of separation from the Armed Forces, and that separation was other than dishonorable. 5) Certification When FML is Taken as Qualifying Exigency Leave: When FML is taken as Qualifying Exigency Leave, an employee may be required to provide a copy of the military member’s active duty orders. Employees may also be required to provide certification of (a) the reasons for requesting Qualifying Exigency Leave, (b) the beginning and end dates of the qualifying exigency, and (c) other relevant information.

Certification and Other Supporting Documentation. 1) CERTIFICATION WHEN FML IS TAKEN FOR THE EMPLOYEE'S ’S OWN SERIOUS HEALTH CONDITION.. When FML is requested for the employee's own serious health condition, the University may, at its discretion, require that an employee's request for leave be supported by written certification issued by the employee's health care provider. When the University requires certification, the University shall inform the employee of this requirement in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of the format in which it is provided, include: a) Certification that the employee has a serious health condition as defined in Section B.1.aB.1.a.4., above; and b) A statement as to whether the employee is unable to perform any one or more of the essential assigned functions of the position; and c) The date on which the employee's serious health condition began, if known, the probable duration of the condition and the employee's probable date of return; and d) Whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work schedule, and if so, the probable duration of such schedule; and e) If the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN FML IS TAKEN TO CARE FOR THE EMPLOYEE'S ’S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION.. When FML is requested so that the employee may care for a family member with a serious health condition, the University may, at its discretion, require that an employee's request for leave be supported by written certification issued by the family member's health care provider. When the University requires certification, the University shall inform the employee in writing. Certification may be provided by the employee on a form given to the employee by the University and shall, regardless of the format in which it is provided, include: a) Certification that the employee's family member has a serious health condition as defined in Section B.1.aB.1.a.4., above ,above; and b) A statement that the family member's serious health condition warrants the participation of the employee to provide supervision or care (which includes psychological comfort) during a period of the treatment or incapacity, ; and c) Whether the employee's family member will need supervision or care over a continuous period of time, intermittently or on a reduced schedule basis; the leave schedule the employee will need in order to provide that care; and the probable duration that need for leave. d) In addition, the employee will be required to certify either on the same form or separately the care s/he will provide the family member and the estimated duration of the period of care. 3) CERTIFICATION WHEN FML IS TAKEN AS PREGNANCY DISABILITY LEAVE. When FML is taken as Pregnancy Disability Leave, the employee may be required to provide a certification in accordance with Section C.4. below. 4) CERTIFICATION WHEN FML IS TAKEN FOR MILITARY CAREGIVER LEAVE. When Military Caregiver Leave is requested, the employee may be required to provide a certification completed by an authorized health care provider of the covered servicemember, which includes health care providers affiliated with the Department of Defense, the Veterans Administration, and TRICARE, as well as any other health care provider (as defined in Section B.1.a.5. above) who is treating the covered servicemember. The certification shall provide information sufficient to establish entitlement to Military Caregiver Leave, including information establishing that the servicemember is a covered servicemember for purposes of Military Caregiver Leave and that she or he has a covered relationship with the employee, as well as an estimate of the leave needed to provide the care. When the covered servicemember is a covered veteran, the employee may be required to provide information establishing her or his veteran status, the date of separation from the Armed Forces, and that separation was other than dishonorable. 5) CERTIFICATION WHEN FML IS TAKEN FOR QUALIFYING EXIGENCY LEAVE. When Qualifying Exigency Leave is requested, an employee may be required to provide a copy of the military member’s active duty orders. Employees may also be required to provide certification of: (1) the reasons for requesting Qualifying Exigency Leave, (2) the beginning and end dates of the qualifying exigency, and (3) other relevant information.

Certification and Other Supporting Documentation. i. Certification When FML is Taken for the Employee's Own Serious Health Condition 1) CERTIFICATION WHEN FML IS TAKEN FOR THE EMPLOYEE'S OWN SERIOUS HEALTH CONDITION. a) Certification . a certification that the employee has a serious health condition as defined in Section B.1.aB.1.a.x., above; , and b) A 2. a statement as to whether the employee is unable to perform any one or more of the essential assigned functions of the position; , and c) The 3. the date on which the employee's serious health condition began, if known, the probable duration of the condition condition, and the employee's probable date of return; , and d) Whether 4. whether it will be medically necessary for the employee to take leave intermittently or to work on a reduced work scheduleschedule and, and if so, the probable duration of the need for such schedule; , and, e) If 5. if the condition will result in periodic episodes of incapacity, an estimate of the duration and frequency of episodes of incapacity. 2) CERTIFICATION WHEN ii. Certification When FML IS TAKEN TO CARE FOR THE EMPLOYEE'S FAMILY MEMBER WITH A SERIOUS HEALTH CONDITION.Is Taken to Care for the Employee's Family Member or Designated Person with a Serious Health Condition a) Certification 1. certification that the employee's family member or designated person has a serious health condition as defined in Section B.1.aB.1.a.x., above ,above, and b) A 2. a statement that the family member's or designated person’s serious health condition warrants the participation of the employee to provide supervision or care (which includes psychological comfort) during a the period of the family member’s or designated person’s treatment or incapacity, and c) Whether 3. whether the employee's family member or designated person will need supervision or care over a continuous period of time, intermittently intermittently, or on a reduced schedule basis; the leave schedule the employee will need in order to provide that supervision or care; and the probable duration of that need for leave. d) 4. In addition, the employee will be required to certify either on the same form or separately what care the care s/he employee will provide the family member or designated person and the estimated duration of the period of care.