Subsequent Recertification. The Employer may require that the eligible employee obtain subsequent recertifications on a reasonable basis.
Subsequent Recertification. The Board may request recertification, at its own expense, at any reasonable interval but not more often than every thirty (30) days unless:
a. The teacher requests an extension of leave.
b. Circumstances described by the original certification have changed significantly (duration of illness, nature of illness, complications).
c. The board receives information that casts doubt upon the continuing validity of the certification.
d. When the teacher is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition.
Subsequent Recertification. The Employer may require that the eligible employee obtain subsequent recertifications on a reasonable basis (not more than every 30 days), except under the following circumstances:
(1) The employee requests an extension of leave.
(2) A significant change in circumstances.
(3) Receipt by the Employer of information casting doubt on the original certification.
(4) The Employer may recoup premiums if the employee decides not to return to work after his/her leave has expired.
Subsequent Recertification. An eligible employee must obtain subsequent recertification on a monthly basis if requested by the Board.
Subsequent Recertification. An eligible bargaining unit member must obtain subsequent recertification on a reasonable basis as determined by U.S. Department of Labor Regulations.
Subsequent Recertification. The Board may request recertification, at its own expense, at any reasonable interval but not more often than every thirty (30) days unless:
a. the employee requests an extension of leave;
b. circumstances described by the original certification have changed significantly (duration of illness, nature of illness, complications);
c. the Board receives information that casts doubt upon the continuing validity of the certification; or
d. when the employee is unable to return to work after FMLA leave because of the continuation, recurrence, or onset of a serious health condition.
Subsequent Recertification. The Board may request recertification, at its own expense, at any reasonable interval but not more often than every thirty (30) days unless:
Subsequent Recertification. An eligible employee must obtain subsequent recertification after 6 weeks if requested by the Board.
Subsequent Recertification. The Employer may require that the eligible employee obtain subsequent recertification on a reasonable basis. Re-certifications shall follow the same requirements as outlined in (C) of this Article.
Subsequent Recertification. The Employer may require an Employee to provide recertification no more often than every 30 days or the duration noted in the operative certification, whichever is longer, during the Employee’s use of Health and Family Leave; provided, the Employer may require recertification in less than 30 days if:
1) the Employee requests an extension of Health and Family Leave,
2) the circumstances described by the operative certification have changed significantly, or
3) the Employer has received information that causes it to doubt the Employee’s stated reason for the absence or the continuing validity of the operative certification.
