Second and Third Opinions. The District may seek a medical opinion of a second health care provider chosen and paid for by the District if the District has a good faith, objective reason to doubt the validity of a certification for the Unit member’s serious health condition. If the second opinion is different from the first, the District may require the opinion of a third health care provider jointly approved by the District and the Unit member and paid for by the District.
Second and Third Opinions. If Humboldt County questions the validity of the certification, Humboldt County may require, at its expense, the employee obtain a second opinion from a health care provider designated by Humboldt County. If the second opinion conflicts with the original opinion, Humboldt County may require, at its expense, that the employee obtain the opinion of a third health care provider designated or approved jointly by Humboldt County and the employee. This third opinion will be considered final and binding on both parties. Second and third opinions are not permitted for leave to care for a covered service member when the certification has been completed by a Department of Defense or Department of Veterans Affairs health care provider. However, second and third opinions are permitted when the certification has been completed by other health care providers as provided for by law. Second and third opinions are not allowed on a fitness for duty certification.
Second and Third Opinions. The Town may request and pay for a second opinion from a physician of the Town's choice. Either the employee or the Town may request a third opinion if the lst two opinions conflict. A third opinion shall be paid for by the Town and both the Town and the Employee must agree on the provider. The decision of the third opinion is final. Not applicable. The Town may request and pay for a second opinion from a physician of the Town's choice. Either the employee or the Town may request a third opinion. A third opinion shall be paid for by the Town and both the Town and the employee must agree on the provider. The decision of the third opinion is final. Certification for Return to Work Certification of fitness for duty may be required of all employees taking FMLA leave. Certification of fitness for duty may be required of all employees taking FMLA leave. Not applicable. Relationship to Paid Leave Employee may utilize accrued sick leave, then may request unpaid leave for the duration of the FMLA leave. The employee may substitute accrued vacation leave in place of all or part of the unpaid leave, if s/he so desires. If the employee is the birth mother, accrued sick leave must be utilized first for the period of disability. After the disability, the employee may request unpaid leave for the remainder of the FMLA leave for the care of the child. Accrued vacation time can also be used in lieu of all or part of the unpaid leave if the employee so desires. If the employee is not the birth mother, s/he may request unpaid leave or use accrued vacation time in lieu of all or part of the unpaid leave for the duration of the FMLA leave. Employees may use up to 15 family sick days, then may request unpaid leave or the accrued vacation time in lieu of all or part of the unpaid leave, for the duration of the FMLA leave.
Second and Third Opinions. If the employer has received a complete and sufficient certification but has a reason to doubt that it is valid, the employer may require the Employee to obtain a second medical certification. The employer can choose the health care provider to provide the second opinion, but generally may not select a health care provider who it employs on a regular or routine basis. If the second opinion differs from the original certification, the employer may require the Employee to obtain a third certification from a healthcare provider selected by both the Employee and employer. The opinion of the third health care provider is final and must be used by the employer. The employer is responsible for paying for the second and third opinions, including any reasonable travel expenses for the Employee or family member. While waiting for the second (or third) opinion, the Employee is provisionally entitled to FMLA leave. In general, the employer may request the Employee to provide a recertification no more often than every 30 days and only in connection with an absence by the Employee. If a certification indicates that the minimum duration of the serious health condition is more than 30 days, the employer must generally wait until that minimum duration expires before requesting recertification. However, in all cases, including cases where the condition is of an indefinite duration, the employer may request a recertification for absences every six months. The employer may request a recertification in less than 30 days only if: ● the Employee requests an extension of leave, ● the circumstances described by the previous certification have changed significantly, or
Second and Third Opinions. In the event the City doubts the health care provider certification provided by the employee, the City may require the employee, at the City’s expense, to obtain a second opinion from a health care provider designated by the City. If the second opinion differs from the original certification provided by the employee, then the City may require, at its expense, that the employee obtain a third opinion from a health care provider mutually agreeable to the City and the employee. The opinion of the third health care provider is final.
