Recertifications After Grant of Leave. In addition to the requirements listed above, if an employee’s Fed-FMLA Leave is certified, the County Office may later require medical recertification in connection with an absence that an employee report as qualifying for Fed-FMLA Leave. For example, the County Office may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the County Office receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the County Office may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the County Office shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the County Office at the expiration of the time period in the original certification for time off for the employee's own serious health condition.
Recertifications After Grant of Leave. In addition to the requirements listed above, if an employee’s Fed-FMLA Leave is certified, the County Office may later require medical recertification in connection with an absence that an employee report as qualifying for Fed-FMLA Leave. For example, the County Office may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the County Office receives information that casts doubt upon the employee’s stated reason for the absence. For example, if an employee is on FMLA leave for four weeks due to the employee’s knee surgery, including recuperation, and the employee plays in County Office softball league games during the employee’s third week of FMLA leave, such information might be sufficient to cast doubt upon the continuing validity of the certification allowing the County Office to request a recertification in less than 30 days. In addition, the County Office may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the County Office shall be at the employee’s expense. No second or third opinions on recertification may be required. In addition to the requirement listed above, a recertification under the CFRA may be requested by the County Office at the expiration of the time period in the original certification for time off for the employee's own serious health condition.
Recertifications After Grant of Leave. In addition to the requirements listed above, if an employee’s Fed-FMLA Leave is certified, the District may later require medical recertification in connection with an absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave;
Recertifications After Grant of Leave. In addition to the requirements listed above, if an employee’s FMLA Leave is certified, the District may later require medical recertification in connection with an absence that an employee report as qualifying for FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or
Recertifications After Grant of Leave. In addition to the requirements listed above, if an employee’s Fed-FMLA Leave is certified, the Regional Center may later require medical recertification in connection with an absence that an employee reports as qualifying for FMLA Leave. For example, the Regional Center may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the Regional Center receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the Regional Center may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the Regional Center shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may only be requested at the expiration of the time period in the original certification for time off for the employee's own serious health condition.
