10.2. SR 09-02-2014 - Laserfiche WebLink

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practitioner. The form must be submitted to human resources within fifteen (15) calendar days after requested. If the form is not submitted in a timely fashion, the employee must provide a reasonable explanation for the delay. Failure to provide medical certification may result in a denial or delay of the leave. The Ecity may require an employee obtain a second opinion from a provider which the Ecity selects. If necessary to resolve a conflict between the original certification and the second opinion, the Ecity may require the opinion of a third doctor. This third opinion will be considered final. An employee will be provisionally entitled to leave and benefits under the FMLA pending the second and/or third opinion. When 1Leave is due to an employee's own serious health condition, a fitness for duty certification (FFD) may be required before an employee can return to work. Failure to timely provide such certification may eliminate or delay an employee's right to reinstatement under the FMLA. If an employee is using intermittent leave, and reasonable safety concerns exist regarding the employee's ability to perform his or her duties, a FFD certificate may be required as frequently as every 30 days during periods when the employee has used intermittent leave. Recertification Recertification of the need f f4ea-ve may be required if the employee requests an extension of the original approved leavength a3i3feved by the City or if the circumstances regarding the leave have changed. Recertification may also be required if there is a question as to the validity of the certification or if the employee is unable to return to work due to the serious health condition. Reinstatement Employees returning from Family and Mediea T e - eFMLA will be reinstated in the same position or a position equivalent in pax, benefits and other terms and conditions of employment. An employee's reinstatement rights are the same as they would have been had the employee not been on leave. Thus, if an employee's position would have been eliminated or an employee would have been terminated but for the leave, the employee would not have the right to be reinstated upon return from leave. Notice of Intent to Return from FMLA Leave The cEity requires an employee on FMLA leave to report periodically on the employee's status and intent to return to work. Effect on Benefits An employee granted leave under this policy will continue to be covered under the Ecity's group health and dental insurance plan under the same conditions and at the same level of Ecity contribution as would have been provided had they been continuously employed during the leave period. All paid benefits run concurrently with unpaid FMLA benefits.- If 17