Leave Based on a Serious Health Condition. A "Medical Certification Statement” must accompany an application for leave based on the serious health condition of the employee or the employee's spouse, child or parent. The applicable health care provider must complete this statement. It must state the date on which the health condition began, the estimated duration of the condition, and the relevant medical facts related to the condition. If the employee has a serious health condition the certification must state that the employee cannot perform the functions of his or her position. Likewise, when the employee is prepared to return to work he or she must provide certification by his or her health care provider that the employee is able to resume work. The District reserves the right to require the employee to obtain a second medical opinion at the District's expense. If the opinions of the first and second health care providers differ, the District may require a third opinion from a health care provider mutually agreed upon by the District and the employee. The third opinion shall be final and binding The District may require subsequent certifications to support FMLA leave but not more often than every thirty (30) days unless the employee: (1) requests an extension of leave; (2) changed circumstances occur regarding the illness or injury; or (3) the District receives information that casts doubt on the validity of an existing certification. In the event the employee is applying for leave to care for a spouse, child or parent, the certification must state that fact along with an estimate of the amount of time the employee will be needed.
Appears in 3 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
Leave Based on a Serious Health Condition. A "Medical Certification Statement” " must accompany an application for leave based on the serious health condition of the employee or the employee's spouse, child or parent. The This statement must be completed by the applicable health care provider must complete this statementprovider. It must state the date on which the health condition began, the estimated duration of the condition, and the relevant medical facts related to the condition. If the employee has a serious health condition the certification must state that the employee cannot perform the functions of his or her position. Likewise, when the employee is prepared to return to work he or she must provide certification by his or her health care provider that the employee is able to resume work. The District reserves the right to require the employee to obtain a second medical opinion at the District's expense. If the opinions of the first and second health care providers provider differ, the District may require a third opinion from a health care provider mutually agreed upon by the District and the employee. The third opinion shall be final and binding binding. The District may require subsequent certifications to support FMLA leave but not more often than every thirty (30) days unless the employee: (1) requests an extension of leave; (2) changed circumstances occur regarding the illness or injury; or (3) the District receives information that casts doubt on the validity of an existing certification. In the event the employee is applying for leave to care for a spouse, child or parent, the certification must state that fact along with an estimate of the amount of time the employee will be needed.
Appears in 3 contracts
Samples: Ratification of Agreement, Negotiated Agreement, Negotiated Agreement
