Medical Certification. (1) The University may require an employee to provide medical certification from a health care provider for FMLA leave without pay when taken for the serious health condition of the employee or the employee's family member.
(2) Medical certification may be required to affirm the employee's ability to return to work and perform one or more of the essential functions of the job within the meaning of the Americans with Disabilities Act (ADA), after being absent on FMLA leave.
Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the e...
Medical Certification. The District shall require medical certification of disability if the absence is longer than five (5) days. Medical certification shall include the date of disability and the probable duration of the disabling condition. The District also may require that the unit member obtain subsequent recertification on a reasonable basis, such as upon the expiration of the period of leave originally estimated. The District also may require a unit member on FMLA/PDL leave to report periodically on the unit member’s status and intent to return to work.
Medical Certification. The Employer may require certification from an attending health care provider on a form it provides. The Employer may also request second medical opinions provided it pays the full cost required.
Medical Certification. 1. The Board may require medical certification from a licensed physician as to the medical necessity for a leave under this section. Such certification will include a statement by the physician that the member is unable to perform all duties of his/her position, or that his/her presence is required to care for a seriously ill family member. This section shall be uniformly applied.
Medical Certification. 22.8.9.1 An employee’s request for family care and medical leave to care for a child, a spouse, or a parent who has a serious health condition shall be supported by a certification issued by the health care provider of the individual requiring care. If additional leave is required after the expiration of the time originally estimated by the health care provider, the employee shall provide the County with recertification by the health care provider.
22.8.9.2 An employee’s request for family care and medical leave because of employee’s own serious health condition shall be supported by a certification issued by the employee’s health care provider.
22.8.9.3 As a condition of an employee’s return from leave taken because of the employee’s own serious health condition, the employee is required to obtain certification from the employee’s care provider that the employee is able to resume work.
22.8.9.4 Employees are required to use the medical certification forms available from the County Human Resources Department to meet the certification and recertification requirements of this section.
Medical Certification. Employees who request leave for their own serious health condition or to care for a child, parent, or a spouse who has a serious health condition, must provide written certification from the health care provider of the individual requiring care. If the leave is requested because of the employee's own serious health condition, the certification must include a statement that the employee is unable to perform the essential functions of his/her position.
Medical Certification. Unit members shall be required to furnish medical certification of the serious health condition that is the basis for the FMLA/CFRA leave. Failure to do so may result in delay in granting the FMLA/CFRA leave. Medical certification required for the unit member's own serious health condition shall include:
a) the date when the serious health condition began;
b) the probable duration of the condition; and
c) a statement that due to the serious health condition, the unit member is unable to perform the essential functions of his or her position. Medical certification is required when the unit member requests leave for the care of the unit member's seriously ill child, parent, spouse or domestic partner and shall include:
a) the date on which the serious health condition commenced;
b) the probable duration of the condition;
c) an estimate of the time the health care provider believes the unit member needs to care for the individual requiring the care; and
d) a statement that the serious health condition warrants the participation of a family member to provide care. The District also may require that the unit member obtain subsequent recertification on a reasonable basis, such as upon the expiration of the period of leave originally estimated. The District also may require an employee on FMLA leave to report periodically on the employee’s status and intent to return to work.
Medical Certification. Employees requesting FMLA leave due to a serious health 1 condition of the employee, or of the employee’s spouse, child or parent, are required to 2 submit a certification from a health care provider, verifying that the leave is medically 3 necessary. If the Board deems a medical certification incomplete or insufficient, the Board 4 must specify in writing what information is lacking, and give the employee 14 calendar 5 days to cure the deficiency. Form WH-380 shall be used. The Board may require an 6 employee to obtain a second medical certification, at the Board’s expense. The second 7 health care provider may not be employed on a regular basis by the District. If the opinions 8 of the first and second health care provider differ, the Board may require a third medical 9 certification, again at the Board’s expense, from a health care provider selected by the 10 employee from a mutually agreed upon list maintained by the Director of Insurance and
Medical Certification. An Employee must provide medical certification to support a request for FMLA leave. Medical certification must support a request for FMLA leave due to the care of the Employee's spouse, son, daughter or parent in accordance with FMLA and FMLA regulations.
