Common use of Fitness-for-Duty Certification Clause in Contracts

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken FMLA leave due to the employee’s serious health condition, the employee is required 16 to provide certification from the employee’s health care provider that the employee is able 18 the employee’s job. If an employee is taking intermittent leave and reasonable job safety 19 concerns exist, the Board may require a fitness for duty certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken hastaken 18 FMLA leave due to the employee’s serious health condition, the employee is required 16 to provide 19 certification from the employee’s health care provider that the employee is able 18 to resume work, 20 i. e., is fit for duty and has the ability to perform the essential functions of the employee’s job. If 21 an employee is taking intermittent leave and reasonable job safety 19 concerns exist, the Board may 22 require a fitness for duty certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken 18 FMLA leave due to the employee’s serious health condition, the employee is required 16 to provide 19 certification from the employee’s health care provider that the employee is able 18 to resume work, 20 i. e., is fit for duty and has the ability to perform the essential functions of the employee’s job. If 21 an employee is taking intermittent leave and reasonable job safety 19 concerns exist, the Board may 22 require a fitness for duty certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken FMLA 43 leave due to the employee’s serious health condition, the employee is required 16 to provide certification 44 from the employee’s health care provider that the employee is able 18 to resume work, i.e., is fit for duty 45 and has the ability to perform the essential functions of the employee’s job. If an employee is taking 46 intermittent leave and reasonable job safety 19 concerns exist, the Board may require a fitness for duty 47 certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 26 taken FMLA leave due to the employee’s serious health condition, the employee is 27 required 16 to provide certification from the employee’s health care provider that the 28 employee is able 18 to resume work, i.e. is fit for duty and has the ability to perform the 29 essential functions of the employee’s job. If an employee is taking intermittent leave 30 and reasonable job safety 19 concerns exist, the Board may require a fitness for duty 31 certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken FMLA leave due to the employee’s serious health condition, the employee is required 16 to provide certification from the employee’s health care provider that the employee is able 18 to resume work, i.e. is fit for duty and has the ability to perform the essential functions of the employee’s job. If an employee is taking intermittent leave and reasonable job safety 19 concerns exist, the Board may require a fitness for duty certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken 44 FMLA leave due to the employee’s serious health condition, the employee is required 16 to provide 45 certification from the employee’s health care provider that the employee is able 18 the employee’s to resume 47 job. If an employee is taking intermittent leave and reasonable job safety 19 concerns exist, the 1 Board may require a fitness for duty certification before the employee 20 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 24 taken FMLA leave due to the employee’s serious health condition, the employee is required 16 25 to provide certification from the employee’s health care provider that the employee is able 18 27 the employee’s job. If an employee is taking intermittent leave and reasonable job safety 19 28 concerns exist, the Board may require a fitness for duty certification before the employee 20 29 may return to work.

Fitness-for-Duty Certification. As a condition of restoration of an employee who has 15 taken 40 FMLA leave due to the employee’s serious health condition, the employee is required 16 to provide 41 certification from the employee’s health care provider that the employee is able 18 to resume 42 work, i.e. is fit for duty and has the ability to perform the essential functions of the employee’s job. If an employee is taking intermittent leave and reasonable job safety 19 concerns exist, the Board may require a fitness for duty certification before the employee 20 may return to work.’s

Fitness-for-Duty Certification. As a condition of restoration of an employee 34 who has 15 taken FMLA leave due to the employee’s serious health condition, the 35 employee is required 16 to provide certification from the employee’s health care 36 provider that the employee is able 18 the employee’s job. If an employee to resume work, i.e. is taking intermittent leave and reasonable job safety 19 concerns exist, the Board may require a fitness fit for duty certification before the employee 20 may return to workduty.