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a serious health condition, the city may temporarily transfer an employee to an available <br />alternative position with equivalent pay and benefits if the alternative position would <br />better accommodate the intermittent or reduced schedule. <br />Intermittent/reduced scheduled leave may be taken to care for a newborn or newly placed <br />adopted or foster care child only with the city's approval. <br />Notice <br />All employees requesting FMLA leave must provide written or verbal notice of the need for <br />the leave to the employee's supervisor and human resources. <br />When the need for the leave is foreseeable, the employee must give verbal and written <br />notice to his/her supervisor at least thirty (30) days prior to the date on which leave is to <br />begin. <br />If thirty (30) days' notice cannot be given, the employee is required to give as much notice <br />as practicable, including following required call -in procedures. <br />If an employee fails to give thirty (30) days' notice for a foreseeable leave with no <br />reasonable explanation for the delay, the leave may be denied until thirty (30) days after <br />the employee provides notice. <br />Certification and Documentation Requirements <br />For leave due to an employee's serious health condition or a family member's, the city will <br />require the completion of a Medical Certification Form by the attending physician or <br />practitioner. The form must be submitted to Human Resources within fifteen (15) calendar <br />days after requested. If the form is not submitted in a timely fashion, the employee must <br />provide a reasonable explanation for the delay. Failure to provide medical certification <br />may result in a denial or delay of the leave. <br />The city may require an employee obtain a second opinion from a provider which the city <br />selects. If necessary, to resolve a conflict between the original certification and the second <br />opinion, the city may require the opinion of a third doctor. This third opinion will be <br />considered final. An employee will be provisionally entitled to leave and benefits under the <br />FMLA pending the second and/or third opinion. <br />When leave is due to an employee's own serious health condition, a Ffitness F€or D-duty <br />Ceertification (FFD) may be required before an employee can return to work. Failure to <br />timely provide such certification in a timely manner may eliminate or delay an employee's <br />right to reinstatement under the FMLA. <br />If an employee is using intermittent leave, and reasonable safety concerns exist regarding <br />the employee's ability to perform his or her duties, a FFD certificate may be required as <br />frequently as every 30 days during periods when the employee has used intermittent <br />Page 33187 <br />Page 104 of 447 <br />