Certification of Need for Leave Sample Clauses

Certification of Need for Leave. Family Care and Medical Leaves In all cases involving the need for a leave due to a serious health condition, as defined in this section above and Government Code Section 12945.2, unit members must provide certification from a health care provider regarding (1) the date on which the serious health condition commenced and (2) the probable duration of the condition. (2013) In cases where the leave is for the worker's own serious health condition, certification also will include a statement that the worker is unable to perform the function of his or her position. In cases where the leave is for a serious health condition of the worker's parent, child, or spouse, certification shall include an estimate of the amount of time the unit member will require to care for the child, parent, or spouse. This statement shall also include a statement from the health care provider that the unit member's participation to provide care is warranted during the period of treatment of the seriously ill member of the immediate family (i.e., parent, child, or spouse of the worker). In any event, the requirements of this section apply only to a Family and Medical Leave, and not to utilization of sick leaves or other leaves which do not involve concurrent counting with Family Care and Medical Leave.
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Certification of Need for Leave. Return to Duty. An employee requesting FMLA leave must provide the Employer with a written certification by a physician on a form provided by the Employer. An employee returning to work after FMLA leave for the employee's serious health condition or pregnancy must provide the Employer with a written certification by a physician that the employee is able to return to work.
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Certification of Need for Leave. You will need to work with the relevant health provider to complete a certification documenting your need for the leave. • If the leave is because of your own serious health condition, you and the relevant health care provider must supply appropriate Employee Medical Certification. • If the leave is because of a covered relative’s serious health condition, you and the relevant health care provider must supply appropriate Family Member Medical Certification. When you request leave, Human Resources will send you leave information including certification forms and notify you of the requirement for medical certification and when it is due (at least 15 days after you request leave). If you provide at least 30 days’ notice of medical leave, you should also provide the medical certification before leave begins. Failure to provide requested medical certification in a timely manner may result in denial of FMLA-covered leave until it is provided. CMP, at its expense, may require an examination by a second health care provider designated by CMP. If the second health care provider’s opinion conflicts with the original medical certification, CMP, at its expense, may require a third, mutually agreeable, health care provider to conduct an examination and provide a final and binding opinion. CMP may require subsequent medical recertification. Failure to provide requested certification within 15 days may result in delay of further leave until it is provided. CMP also reserves the right to require certification from a covered military member’s health care provider if you are requesting military caregiver leave and certification in connection with military exigency leave. Reporting While on Leave If you take leave because of your own serious health condition or to care for a covered relative, you must be in contact with Human Resources and your direct supervisor during the leave regarding the status of the condition, your intention to return to work, and your use of any paid time off. In addition, you must give notice as soon as practicable (within two business days if feasible) if the dates of leave change or are extended or initially were unknown. Leave Is Unpaid FMLA leave is unpaid. You may, at your option, substitute any accrued and unused paid time off (including sick time, vacation, holiday, floating holiday and/or banked public holiday worked time). See Paid Sick Time Policy. This paid time off will run concurrently with your approved FMLA leave. You will need to inf...
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Certification of Need for Leave. 23.2.4.1 In all cases involving the need for leave due to a serious health condition, unit members must provide certification from a health care provider (as defined in Government Code section 12945.2) specifying
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Certification of Need for Leave. In all cases involving the need for a leave due to a catastrophic illness or injury, unit members must provide certification from a health care provider regarding (1) the date on which the catastrophic illness or injury commenced and (2) the probable duration of the condition. In cases where the leave is for the member's own catastrophic illness or injury, certification will also include a statement that the member is unable to perform the function(s) of his/her position. In cases where the leave is for a catastrophic illness or injury of the member’s parent, child, or spouse/domestic partner, certification shall include an estimate of the amount of time the unit member will require to be off-work to care for the child, parent, or spouse/domestic partner. This statement shall also include a note from the health care provider that the unit member’s participation to provide care is warranted during the period of treatment of the catastrophically ill or injured member of the immediate family (i.e., parent, child, or spouse/domestic partner of the member).
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Certification of Need for Leave. Employer may require that the need for leave based upon the serious health condition of an employee, spouse, parent, or child, be supported by certification from a health care provider. A second opinion, at the employer’s expense, may be required. APPENDIX J NEWARK UNIFIED SCHOOL DISTRICT REQUEST FOR FAMILY CARE LEAVE DATE: EMPLOYEE: SS#: Family care leave is being applied for in order to provide for: (check one) {} A. Birth/Placement of a child for adoption/xxxxxx care {} B. Serious health condition of spouse/parent/child {} X. Xxxxxxx health condition of the employee Briefly explain circumstances for the item checked above: SCHOOL SAFETY:
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Certification of Need for Leave. 23.2.4.1 In all cases involving the need for leave due to a serious health condition, unit members must provide certification from a health care provider (as defined in Government Code section 12945.2) specifying (1) the date on which the serious health condition commenced, (2) the probable duration of the condition, and (3) an estimate of the amount of time the unit member will require to care for the parent, child, or spouse. This statement shall also include a statement from the health care provider that the unit member's participation to provide care is warranted during the period of treatment of the seriously ill member of the immediate family, as defined in section 19.1.
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Related to Certification of Need for Leave

  • Certification of Contractor The Contractor shall certify, over his own signature, that the Work provided for by the Contract Documents has been completed under the terms and conditions thereof, and that the entire balance of the contract is due and payable.

  • Certification of Meeting or Exceeding Tobacco-Free Workplace Policy Minimum Standards A. Grantee certifies that it has adopted and enforces a Tobacco-Free Workplace Policy that meets or exceeds all of the following minimum standards of:

  • Expiration of Leave Except as otherwise provided in this Article, twenty (20) days before the expiration of a leave for ninety (90) days or more, or five (5) days before expiration of a leave for twenty (20) days but less than ninety (90) days, the employee should make every effort to notify the Personnel Office of his/her intention to return, or request an extension of leave, if eligible. Unless such notice is given, failure to return to work upon expiration of the leave may be considered resignation from service.

  • Substitution of Paid Leave This leave is unpaid leave, except that an employee shall use accrued vacation time prior to taking leave without pay.

  • Assignment of Duties From Another Classification Where the Hospital revises the job content of an existing classification in such a manner that duties of another classification are assigned to it, the following shall apply:

  • Limitation of Vendor Indemnification and Similar Clauses This is a requirement of the TIPS Contract and is non-negotiable TIPS, a department of Region 8 Education Service Center, a political subdivision, and local government entity of the State of Texas, is prohibited from indemnifying third-parties (pursuant to the Article 3, Section 52 of the Texas Constitution) except as otherwise specifically provided for by law or as ordered by a court of competent jurisdiction. Article 3, Section 52 of the Texas Constitution states that "no debt shall be created by or on behalf of the State … " and the Texas Attorney General has opined that a contractually imposed obligation of indemnity creates a "debt" in the constitutional sense. Tex. Att'y Gen. Op. No. MW-475 (1982). Thus, contract clauses which require TIPS to indemnify Vendor, pay liquidated damages, pay attorney's fees, waive Vendor's liability, or waive any applicable statute of limitations must be deleted or qualified with ''to the extent permitted by the Constitution and Laws of the State of Texas." Does Vendor agree? Yes, I Agree Alternative Dispute Resolution Limitations This is a requirement of the TIPS Contract and is non-negotiable. TIPS, a department of Region 8 Education Service Center, a political subdivision, and local government entity of the State of Texas, does not agree to binding arbitration as a remedy to dispute and no such provision shall be permitted in this Agreement with TIPS. Vendor agrees that any claim arising out of or related to this Agreement, except those specifically and expressly waived or negotiated within this Agreement, may be subject to non-binding mediation at the request of either party to be conducted by a mutually agreed upon mediator as prerequisite to the filing of any lawsuit arising out of or related to this Agreement. Mediation shall be held in either Camp or Titus County, Texas. Agreements reached in mediation will be subject to the approval by the Region 8 ESC's Board of Directors, authorized signature of the Parties if approved by the Board of Directors, and, once approved by the Board of Directors and properly signed, shall thereafter be enforceable as provided by the laws of the State of Texas. Does Vendor agree? Yes, Vendor agrees Does Vendor agree? Yes, Vendor agrees No Waiver of TIPS Immunity This is a requirement of the TIPS Contract and is non-negotiable. Vendor agrees that nothing in this Agreement shall be construed as a waiver of sovereign or government immunity; nor constitute or be construed as a waiver of any of the privileges, rights, defenses, remedies, or immunities available to Region 8 Education Service Center or its TIPS Department. The failure to enforce, or any delay in the enforcement, of any privileges, rights, defenses, remedies, or immunities available to Region 8 Education Service Center or its TIPS Department under this Agreement or under applicable law shall not constitute a waiver of such privileges, rights, defenses, remedies, or immunities or be considered as a basis for estoppel. 5 Does Vendor agree? Yes, Vendor agrees Payment Terms and Funding Out Clause This is a requirement of the TIPS Contract and is non-negotiable. Vendor agrees that TIPS and TIPS Members shall not be liable for interest or late-payment fees on past-due balances at a rate higher than permitted by the laws or regulations of the jurisdiction of the TIPS Member. Funding-Out Clause: Vendor agrees to abide by the applicable laws and regulations, including but not limited to Texas Local Government Code § 271.903, or any other statutory or regulatory limitation of the jurisdiction of any TIPS Member, which requires that contracts approved by TIPS or a TIPS Member are subject to the budgeting and appropriation of currently available funds by the entity or its governing body. 2

  • Termination of Leave Interruption of pregnancy will terminate the leave. Human Resources may require in such cases forty-five (45) days’ notice to return.

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