Common use of Medical Certification Clause in Contracts

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. 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(1) the date when the serious health condition began; b(2) the probable duration of the condition; and c(3) 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. 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(1) the date when the serious health condition began; b(2) the probable duration of the condition; and c(3) a statement that due to the serious health condition, the unit member is unable to perform the essential functions of his or her their 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. 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 employee‟s status and intent to return to work.