Common use of Notice, Duration and Certification Clause in Contracts

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees must attempt to schedule treatment so as not to unduly disrupt the District's operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) months from the date of birth or placement and may only be taken continuously. When medically necessary, leave to care for a family member or for the employee's own serious health condition may be taken on an intermittent or a reduced work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, will count toward the employee's annual entitlement for family and medical leave. The District will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the District's expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's presence would be beneficial. When leave is required for a serious health condition, employees will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District waives the requirement, to recertify the need for the leave at least every thirty

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees must attempt to schedule treatment so as not to unduly disrupt the District's employer operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) months from the date of birth or placement and may only be taken continuously. When medically necessary, leave to care for a family member or for the employee's ’s own serious health condition may be taken on an intermittent or a reduced reduction work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, taken will count toward the employee's ’s twelve (12) week annual entitlement for family and medical leave. The District employer will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the District's employer’s expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District employer and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's ’s presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's ’s presence would be beneficial. When leave is required for a serious health condition, employees will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District employer waives the requirement, to recertify the need for the leave at least every thirtythirty (30) days and must report in on a periodic basis no less often than every two (2) weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees Employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees Employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees Employees must attempt to schedule treatment so as not to unduly disrupt the District's employer operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) 12 months from the date of birth or placement and may only be taken continuously. When medically necessary, leave to care for a family member or for the employeeEmployee's own serious health condition may be taken on an intermittent or a reduced reduction work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, taken will count toward the employeeEmployee's 12 week annual entitlement for family and medical leave. The District Employer will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the Districtemployer's expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District employer and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employeeEmployee's presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employeeEmployee's presence would be beneficial. When leave is required for a serious health condition, employees Employees will normally be given fifteen (15) 15 calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District employer waives the requirement, to recertify the need for the leave at least every thirty30 days and must report in on a periodic basis no less often than every two weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees must attempt to schedule treatment so as not to unduly disrupt the District's employer operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) months from the date of birth or placement and may only be taken continuously. When medically necessary, leave to care for a family member or for the employee's own serious health condition may be taken on an intermittent or a reduced reduction work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, taken will count toward the employee's twelve (12) week annual entitlement for family and medical leave. The District employer will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the Districtemployer's expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District employer and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's presence would be beneficial. When leave is required for a serious health condition, employees will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District employer waives the requirement, to recertify the need for the leave at least every thirtythirty (30) days and must report in on a periodic basis no less often than every two (2) weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees Employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees Employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees Employees must attempt to schedule treatment so as not to unduly disrupt the District's employer operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) 12 months from the date of birth or placement and may only be taken continuously. When medically necessary, leave to care for a family member or for the employeeEmployee's own serious health condition may be taken on an intermittent or a reduced reduction work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, taken will count toward the employeeEmployee's 12-week annual entitlement for family and medical leave. The District Employer will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the Districtemployer's expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District employer and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employeeEmployee's presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employeeEmployee's presence would be beneficial. When leave is required for a serious health condition, employees Employees will normally be given fifteen (15) 15 calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District employer waives the requirement, to recertify the need for the leave at least every thirty30 days and must report in on a periodic basis no less often than every two weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees teachers must attempt to schedule treatment so as not to unduly disrupt the District's operations. Failure to provide that appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) months from the date of birth or placement and may only be taken continuously. In order to avoid disruption to students, the duration and timing of a leave shall be subject to the limitations of the Family and Medical Leave Act (FMLA) pertaining to leaves near the end of an academic term. When medically necessary, leave to care for a family member or for the employee's ’s own serious health condition may be taken on an intermittent or a reduced work schedule basis. If an employee a teacher requests intermittent leave for foreseeable treatment, either for a family member or for the employee, teacher and the employee teacher would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District Kalamazoo Public Schools may require the employee teacher to either take leave for a period or periods of a particular duration or temporarily transfer the employee teacher to an equivalent position that which is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, will count toward the employee's teacher’s annual entitlement for family and medical leave. The District Kalamazoo Public Schools will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the District's Kalamazoo Public Schools’ expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District Kalamazoo Public Schools and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's teacher’s presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's teacher’s presence would be beneficial. When leave is required for a serious health condition, employees the teacher will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees The teacher will be required, unless the District Kalamazoo Public Schools waives the requirement, to recertify the need for the leave at least every thirtythirty (30) days and must report in on a periodic basis no less than every two (2) weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty four (304) days weeks advance notice. When not foreseeable, employees are an employee is required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees an employee must attempt to schedule treatment so as not to unduly disrupt the District's ’s operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly newly-placed child may be taken only within twelve (12) months from the date of birth or placement and may only be taken continuously. In order to avoid disruption to students, the duration and timing of a leave shall be subject to the limitations of the FMLA pertaining to leaves near the end of an academic term. When medically necessary, leave to care for a family member or for the employee's ’s own serious health condition may be taken on an intermittent or a reduced work schedule basis. If an a teacher or other instructional employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that which is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, will count toward the employee's ’s annual entitlement for family and medical leave. The District will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the District's ’s expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's ’s presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's ’s presence would be beneficial. When leave is required for a serious health condition, employees an employee will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District waives the requirement, to recertify the need for the leave at least every thirty.

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees must attempt to schedule treatment so as not to unduly disrupt the District's Climax- Scotts' operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) months from the date of birth or placement of a child and may only be taken continuously. When medically necessary, leave to care for a family member or for the employee's own serious health condition may be taken on an intermittent or a reduced work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, taken will count toward the employee's annual entitlement for family and medical leave. The District Climax-Scotts will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the District's Climax- Scotts' expense) and a fitness for of duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District Climax-Scotts and the expected date of return. For leaves an approved leave in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's presence would be beneficial. When leave is required for a serious health condition, employees will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District Climax-Scotts waives the requirement, to recertify the need for the leave at least every thirtythirty (30) days and must report in on a periodic basis no less often than every two weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees must attempt to schedule treatment so as not to unduly disrupt the District's operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) months from the date of birth or placement and may only be taken continuously. When medically necessary, leave to care for a family member or for the employee's own serious health condition may be taken on an intermittent or a reduced work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, will count toward the employee's annual entitlement for family and medical leave. The District will require medical certification to support a request for a leave because of a serious health condition and may require second or third opinions (at the District's expense) and a fitness for duty report to return to work. The medical certification must include the first anticipated date of absence from service to the District and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's presence would be beneficial. When leave is required for a serious health condition, employees will normally be given fifteen (15) calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District waives the requirement, to recertify the need for the leave at least every thirtythirty (30) days and must report in on a periodic basis no less often than every two (2) weeks with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.

Notice, Duration and Certification. When the need for leave is foreseeable, employees are expected to provide thirty (30) days advance notice. When not foreseeable, employees are required to provide notice of the need for leave as soon as practicable. When leave is needed for planned medical treatment, employees must attempt to schedule treatment so as not to unduly disrupt the District's Hospital’s operations. Failure to provide appropriate notice may result in the denial of leave. Leave for a newborn or newly placed child may be taken only within twelve (12) 12 months from the date of birth or placement of a child and may only be taken continuously. When medically necessary, leave to care for a family member or for the employee's ’s own serious health condition may be taken on an intermittent or a reduced reduce work schedule basis. If an employee requests intermittent leave for foreseeable treatment, either for a family member or for the employee, and the employee would be on leave for more than 20% of the total number of working days during the period of planned treatment, the District may require the employee to either take leave for a period or periods of a particular duration or temporarily transfer the employee to an equivalent position that is better suited to periods of intermittent or reduced schedule leave. All time taken, whether by choice or requirement, taken will count toward the employee's ’s annual entitlement for family and medical leave. The District Hospital will require medical certification to support a request for a leave because of a serious health condition and condition. The Hospital may require that a second or third opinions (opinion be obtained at the District's Hospital’s expense) . The second opinion may not be provided by a health care provider who is regularly employed by the Hospital for such purpose. In the event of a conflicting opinion, the Hospital may call for a third and final opinion for a fitness for duty report to return to workbinding decision. The third opinion shall be offered by a provider selected jointly and in good faith by the Hospital and the employee. The medical certification must include the first anticipated date of absence from service to the District Hospital and the expected date of return. For leaves in excess of twelve (12) weeks, the medical certification must be from an MD/DO. The medical certification to support a leave for family medical reasons must include a statement indicating that the employee's ’s presence is necessary or would be beneficial for the care of the family member and the period of time care is needed or the employee's ’s presence would be beneficial. When leave is required for a serious health condition, employees will normally be given fifteen (15) 15 calendar days to obtain the necessary medical certifications to support the leave. Employees will be required, unless the District Hospital waives the requirement, to recertify rectify the need for the leave at least every thirty30 days and must report in on a periodic basis no less often than every 30 days with respect to their progress, the progress of their parent, spouse or child, and their anticipated date for return to work.