Common use of Certification of Need for Leave and Return to Work Clause in Contracts

Certification of Need for Leave and Return to Work. Any leave request based on a family member's or the employee's own serious health condition must be supported by certification of a health care provider in a reasonable time after requested by the College. The form for a leave request should be obtained from the Human Resources Office. For the employee’s own medical leave, the certification must include a statement that the employee is unable to perform any one or more of the essential functions of his or 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 College may require a second medical opinion and periodic recertification at its own expense. If the first and second opinions differ, the College, at its own expense, may require the binding opinion of a third health care provider, approved jointly by the College and the employee. If an employee fails to provide the required medical certification, leave may be denied until such certification is provided. In case of illness, the employee will also be required to report periodically on his or her leave status. Such notification must normally be provided every 30 days. An employee absent for three or more weeks must provide Human Resources with a certificate that the employee is able to resume work. No certification is required for taking FMLA leave for the placement in the employee’s home of an adopted or xxxxxx-care child, or for the birth of the employee’s own child.

Certification of Need for Leave and Return to Work. Any leave request based on a family member's or the employee's own serious health condition must be supported by certification of a health care provider in a reasonable time after requested by the College. The form for a leave request should be obtained from the Human Resources Office. For the employee’s own medical leave, the certification must include a statement that the employee is unable to perform any one or more of the essential functions of his or 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 need- ed to provide care. In its discretion, the College may require a second medical opinion and periodic recertification at its own expense. If the first and second opinions differ, the College, at its own expense, may require the binding opinion of a third health care provider, approved jointly by the College and the employee. If an employee fails to provide the required medical certification, leave may be denied until such certification is provided. In case of illness, the employee will also be required to report periodically on his or her leave status. Such notification must normally be provided every 30 days. An employee absent for three or more weeks must provide Human Resources with a certificate that the employee is able to resume work. No certification is required for taking FMLA leave for the placement place- ment in the employee’s home of an adopted or xxxxxx-care child, or for the birth of the employee’s own child.