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Common use of Medical Certification Clause in Contracts

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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 16 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement

Medical Certification. For leaves Where the Employer specifies on reasonable grounds, notwithstandingthe receipt of a medical certificate, that it continues to care be of the opinion that an employee may be medically unfit for a childwork or may jeopardize the safety of others, spouse or parent who has a serious health conditionnotwithstanding the delivery of the Certificate, the employee must submit Employer may, prior to the immediate administrator orrequesting a subsequent certificate, 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 meet with 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. Howeverhis her Union representative, if the employee fails to provide proper certification, so requests)for the purpose of obtaining any additional informationfrom 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 which may assist the Employer in its overall assessment of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In facts relating to the case of leave due to a serious health condition fitness of the employee. In any event the employee may be required to provide further medical certification from a licensed physician attesting to the employee’s fitness for work, and certifying that the District reserves physician is fully informed of the nature of such work by discussing it and the employee’s medical condition with the Employer’s physician. For these purposes, it is recognized that the Employer has the right to requiresend the employee to the Employer’s physician to undergo a medical assessment, at its own expensefor the particular problem specified on reasonable grounds, sufficient for the Employer’s physician to be able to provide the Employer with a medical opinion as to the employee’s fitness to work Third Medical Where the Employer specifies on reasonable grounds, and on the advice of the Employer’s physician, that it continues to be of the belief that an employee obtain may be medically unfit for work, or may jeopardize the opinion safety of a second or even third health care provider designated by others, notwithstanding the District but not employed on a regular basis by provision of the District. The second health care provider, if required, shall be selected by medical certificates mentioned in clauses and it may require the District. The third health care provider, if necessary, shall be jointly approved by the District and physicians of the employee and this provider's opinion the Employer to jointly select a third physician, who shall examine the employee and provide a further medical certificate attesting to the fitness or unfitness of the employee for work. The medical certificate shall be bindingconclusive of the issue of fitness for work. If the employee is certified fit to do his her job the Employer shall pay the cost of securing that medical certificate. If the employee is certified as being unfit to do his her job, it shall be the employee's leave has already begun during this medical review process’s responsibility to first have a claim for that physician’s services submitted to the appropriate Provincial Health Insurance Plan. If that claim is denied, the employee Employer will be considered undertake to have taken Family Care and Medical Leave, pending pay for the result costs of obtaining the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care providermedical certificate.

Appears in 2 contracts

Samples: Collective Agreement, Collective Agreement

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 F: DATA: CONTRACT: UNIT J 2015-2018: ART XIII 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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 2 contracts

Samples: Collective Bargaining Agreement, Collective Bargaining Agreement

Medical Certification. For leaves An employee's request for leave, due to care for a serious medical condition affecting the employee or the employee's child, spouse parent, or parent who has spouse, must be supported by 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 issued by a health care provider which includes: of the individual requiring care. The medical certification shall include (1) the date, if known date on which the serious health condition commenced; and (2) the probable duration of the condition; and (3) an estimate of the time that the health care provider believes the employee needs required to care for the individualindividual requiring care (if additional time is required, the employee must submit additional medical certification); and (4) a brief statement of the regimen of treatment prescribed for the condition by the health care provider; and (5) as to family leave due to a serious health condition affecting the employee, a statement that the employee is unable to perform his or her job duties; or (6) as to family leave due to a serious health condition affecting a child, parent, or spouse of the employee, 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 positionfamily member. Medical certification must be submitted no later than provided within fifteen (15) calendar days after of the leave City's request has been madefor such medical certification, unless it is not practicable to do so despite the employee's diligent, good faith efforts to do so. If the deadline by which the employee is Failure to submit the provide medical certification is after in a timely manner may result in the following: (1) where the need for leave has startedwas foreseeable, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt denial 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, request until such time as the employee will be considered to have taken Family Care submits the required medical certification; or (2) where the need for leave was not foreseeable and Medical Leavethe employee is already on leave, pending the result denial of the examinations employee's continued leave until such time as the employee submits the required medical certification. The City may require additional medical certification of the need for family leave, including: (1) a second medical opinion, at the City's expense, if the City has reason to doubt the validity of the employee's medical certification; and (2) a third and binding medical opinion, at the City's expense, where the second opinion differs from the first. The City may request subsequent recertification of the need for leave every thirty (20 days. It may also request recertification at more frequent intervals if: (1) the employee requests an extension of leave; (2) the circumstances described by the second and, if necessary, third health care provideroriginal medical certification have changed significantly; or (3) the City receives information that casts doubt upon the continuing validity of the prior medical certification. If additional leave beyond that provided in The City may also require medical certification at the certification is required, time the employee must submit a new certification by seeks reinstatement from family leave due to the relevant employee's own serious health care providercondition that the employee is fit for duty and able to return to work.

Appears in 2 contracts

Samples: Memorandum of Understanding, Collective Bargaining Agreement

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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 1 contract

Samples: Collective Bargaining Agreement

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, 1. The written medical certification from under FMLA for the health care provider which includes: (1) the date, if known on which employee’s illness shall include: a. The date the serious health condition commenced; (2) the ; b. The probable duration of the condition; (3) an estimate of the time that the serious health care provider believes the employee needs to care for the individual; and (4) a statement condition or specify that the serious health condition warrants is a chronic or continuing condition with an unknown duration and whether the participation patient is presently incapacitated and the likely duration and frequency of episodes of incapacity; c. The appropriate medical facts within the knowledge of the employee to provide care. If the leave is for health care provider regarding the serious health condition of including a general statement as to the employeeincapacitation, examination or treatment that may be required by a health care provider; and d. A statement that 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 position or requires medical treatment for a serious health condition based on written information provided by the Agency on the essential functions of the employee's ’s position, or if not provided, discussion with the employee about the essential functions of the position. 2. Medical certification must be submitted no later than fifteen (15) calendar days after under the leave request has been made. If FMLA for a family member of the deadline by which employee, in addition to a through d in 1 above, shall include: a. A statement from the health care provider that the spouse, son, daughter or parent of the employee is requires psychological comfort and/or physical care, needs assistance for basic medical, hygienic, nutritional, safety or transportation needs or in making arrangements to submit meet such needs and would benefit from the medical certification is after the leave has started, employee’s care or presence; and b. A statement from the employee will be considered to have taken Family Care and Medical Leave pending on the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if care he or she did not qualify forwill provide and an estimate of the amount of time needed to care for his or her spouse, and thus never tookson, Family Care and Medical Leave, will be treated as if he daughter or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Articleparent. 3. In the case of medical certification for intermittent leave due or leave on a reduced schedule for either the employee’s own illness or a family member’s illness, it shall also include the dates (actual or estimates) on which such planned medical treatment is expected to a be given, the duration of the treatment and the period of recovery if any, or specify that the serious health condition is a chronic or continuing condition with an unknown duration, whether the patient is presently incapacitated and the likely duration and frequency of episodes of incapacity. 4. If the Agency doubts the validity of the employeeoriginal certification, the District reserves the right to Agency may require, per the FMLA provisions and at its own the Agency’s 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 Agency concerning the information certified. 5. If the employee is unable to provide the requested medical certification before leave begins, or if the agency questions the validity of the original certification provided 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 bindingthe medical treatment requires the leave to begin, the agency may grant provisional leave pending final written medical certification. 6. An employee must provide the written medical certification signed by a health care provider no later than 15 calendar days after the date the Agency requests such medical certification. If it is not practicable under the particular circumstances to provide the requested medical certification no later than 15 calendar days after the date requested by the Agency, despite 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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required’s diligent good faith efforts, the employee must submit provide the medical certification within a new certification by reasonable period of time under the relevant health care providercircumstances involved, but not later than 30 calendar days after the date the Agency requests such medical certification. 7. If the employee fails to provide the requested medical certification, the Agency may: a. Charge the employee as AWOL or b. Allow the employee to request that the provisional leave be charged as LWOP or charged to the employee’s annual and/or sick leave account, as appropriate.

Appears in 1 contract

Samples: Collective Bargaining Agreement

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) 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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 1 contract

Samples: Collective Bargaining Agreement

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 examinations by the second and, if necessary, third health care provider. .If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 1 contract

Samples: Collective Bargaining Agreement

Medical Certification. For leaves ‌ An employee’s request for leave, due to care for a serious medical condition affecting the employee, or the employee’s child, spouse parent or parent who has spouse, must be supported by 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 issued by the health care provider which includes: (1) of the date, if known individual requiring care. The certification shall include the date 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 required to care for the individual; individual requiring care (if additional time is required, the employee must submit additional certification) and (4) a brief statement of the regimen of treatment prescribed for the condition by the health care provider. If the family leave is due to a serious health condition affecting the employee, the certification should include a statement that the employee is unable to perform his/her job duties. If the family leave is due to a serious condition affecting a child, parent or spouse of the employee, the certification should include a statement that the serious health condition warrants the participation of the employee to provide carea family member. 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 Certification must be submitted no later than provided within fifteen (15) calendar days after of the District’s request for such certification, unless it is not practicable to do so despite the employee’s diligent, goods faith efforts to do so. Failure to provide certification in a timely manner may result in the following: A) Where the need for leave request has been made. If the deadline by which was foreseeable and the employee is to submit not already on leave, denial of the employee’s leave until such time as the employee submits the required certification; or B) Where the need was not foreseeable, and the employee is already on leave, denial of the employee’s continued leave until such time as the employee submits the required certification. The District may require additional medical certification is after of the leave has startedneed for family leave, the employee will be considered to have taken Family Care and Medical Leave pending including a second opinion, at the District's receipt of the proper certification. However’s expense, if the District has reason to doubt the validity of the employee’s certification. The District may require a third and binding medical opinion, at the District’s expense, where the second opinion differs from the first. The District may request subsequent recertification of the need for leave every thirty (30) days. It may also request recertification at more frequent intervals if the employee fails to provide proper certificationrequests an extension of leave, the circumstances described by the original certification have changed significantly; or the District receives information that casts doubt upon the continuing validity of the prior certification. The District may also require certification at the time 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 seeks reinstatement from family leave due to a the employee’s own 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 is fit for duty 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 able to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care providerreturn to work.

Appears in 1 contract

Samples: Memorandum of Understanding

Medical Certification. For leaves ‌ An employee’s request for leave, due to care for a serious medical condition affecting the employee, or the employee’s child, spouse parent or parent who has spouse, must be supported by 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 issued by the health care provider which includes: (1) of the date, if known individual requiring care. The certification shall include the date 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 required to care for the individual; individual requiring care (if additional time is required, the employee must submit additional certification) and (4) a brief statement of the regimen of treatment prescribed for the condition by the health care provider. If the family leave is due to a serious health condition affecting the employee, the certification should include a statement that the employee is unable to perform his/her job duties. If the family leave is due to a serious condition affecting a child, parent or spouse of the employee, the certification should include a statement that the serious health condition warrants the participation of the employee to provide carea family member. 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 Certification must be submitted no later than provided within fifteen (15) calendar days after of the District’s request for such certification, unless it is not practicable to do so despite the employee’s diligent, good faith efforts to do so. Failure to provide certification in a timely manner may result in the following: A) Where the need for leave request has been made. If the deadline by which was foreseeable and the employee is to submit not already on leave, denial of the employee’s leave until such time as the employee submits the required certification; or B) Where the need was not foreseeable, and the employee is already on leave, denial of the employee’s continued leave until such time as the employee submits the required certification. The District may require additional medical certification is after of the leave has startedneed for family leave, the employee will be considered to have taken Family Care and Medical Leave pending including a second opinion, at the District's receipt of the proper certification. However’s expense, if the District has reason to doubt the validity of the employee’s certification. The District may require a third and binding medical opinion, at the District’s expense, where the second opinion differs from the first. The District may request subsequent recertification of the need for leave every thirty (30) days. It may also request recertification at more frequent intervals if the employee fails to provide proper certificationrequests an extension of leave, the circumstances described by the original certification have changed significantly; or the District receives information that casts doubt upon the continuing validity of the prior certification. The District may also require certification at the time 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 seeks reinstatement from family leave due to a the employee’s own 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 is fit for duty 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 able to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care providerreturn to work.

Appears in 1 contract

Samples: Memorandum of Understanding

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. Unit S 2017-2020 – Article XIII 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 examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Appears in 1 contract

Samples: Collective Bargaining Agreement