Common use of Notice and Certification Clause in Contracts

Notice and Certification. When leave is reasonably foreseeable, the Employee must provide thirty (30) days advance notice of the leave to his/her supervisor. The Employer may require the Employee to furnish medical certification of the illness, disability or injury, which must also state the expected duration of the leave. Forms for such certification are available from the Human Resources Director or online at www. xxx.xxx/xxx/xxx/xxxx. If there is reason to doubt the validity of the certification, Head Start may, at its own expense, require the Employee or family member to obtain from a doctor of Head Start’s choice a second medical certification. However, the second medical certification shall be within a reasonable distance of the family member’s residence and will not create an undue hardship. If a conflict arises, the Employer may require a third opinion, which will be a doctor chosen by the first two doctors. The Employer shall pay the cost of the third opinion. The third opinion shall be final and binding. If the Employer determines a medical certification to be insufficient, the Employer will specify in writing what information is lacking and give the Employee at least seven (7) days to cure the deficiency. If an Employee does not cure a deficient certification, a management official or human resources professional (not the Employee’s immediate supervisor) may directly contact an Employee’s health care provider for authentication or clarification. If the Employee does not give the Employer permission to contact his/her health care provider, and the Employee does not otherwise clarify the certification, the Employer may deny the FMLA request. The Employer may also require that an Employee obtain subsequent re- certification every six (6) months. The Employer may require recertification on a monthly basis under circumstances as set forth in the Act.

Notice and Certification. When leave is reasonably foreseeable, the Employee must provide thirty (30) days advance notice of the leave to his/her supervisor. The Employer may require the Employee to furnish medical certification of the illness, disability or injury, which must also state the expected duration of the leave. Forms for such certification are available from the Human Resources Director or online at www. xxx.xxx/xxx/xxx/xxxxFMLA Certificate. If there is reason to doubt the validity of the certification, Head Start may, at its own expense, require the Employee or family member to obtain from a doctor of Head Start’s choice a second medical certification. However, the second medical certification shall be within a reasonable distance of the family member’s residence and will not create an undue hardship. If a conflict arises, the Employer may require a third opinion, which will be a doctor chosen by the first two doctors. The Employer shall pay the cost of the third opinion. The third opinion shall be final and binding. If the Employer determines a medical certification to be insufficient, the Employer will specify in writing what information is lacking and give the Employee at least seven (7) days to cure the deficiency. If an Employee does not cure a deficient certification, a management official or human resources professional (not the Employee’s immediate supervisor) may directly contact an Employee’s health care provider for authentication or clarification. If the Employee does not give the Employer permission to contact his/her health care provider, and the Employee does not otherwise clarify the certification, the Employer may deny the FMLA request. The Employer may also require that an Employee obtain subsequent re- certification every six (6) months. The Employer may require recertification on a monthly basis under circumstances as set forth in the Act.