Laserfiche WebLink
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 Fitness For Duty <br />Certification (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 />leave. <br />Recertification <br />Recertification may be required if the employee requests an extension of the original <br />approved leave or if the circumstances regarding the leave have changed. Recertification <br />may also be required if there is a question as to the validity of the certification or if the <br />employee is unable to return to work due to the serious health condition. <br />Annual Medical Certification and Recertification <br />Where the employee's need for leave due to the employee's own serious health condition <br />lasts beyond a single leave year, the city will require employees to provide a new medical <br />certification in each subsequent leave year. Such new medical certifications are subject to <br />Page 33 181 <br />Page 187 of 447 <br />