Agenda Package - 02-16-09 - Laserfiche WebLink

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661 denied to employees who fail to return a complete and sufficient certification after • being given seven (7) days to resubmit. D. Where the County has reason to doubt the validity of the certification, the County may require the employee to get the opinion of a second provider designated or approved by the County at the County's costs. Where the second opinion differs from the opinion in the original certification provided, the employee must obtain a certification of a third provider designated or approved jointly by the County and the employee. The third opinion is final and is binding on the County and the employee. E. If the employee submits a complete and sufficient certification signed by the healthcare provider, the County may not request additional information from the healthcare provider (§825.307). However, the County may contact the health care provider for purposes of clarification and authentication of the medical certification or recertification after the County has given the employee an opportunity to cure any deficiencies as set forth in §825.305 (c). The County Manager must approve the contact of any health care provider. E. The County can ask for recertification (normally no more frequently than every 30 days). Recertification may only be required when employees are taking leave for • their own serious health condition. 3.5 Employment and Benefits Protection: A. Reinstatement: The employee shall be reinstated to the same position held when the leave began or one of like pay grade, pay, benefits, and other conditions of employment. The County may require the employee to report at reasonable intervals to the employer on the employee's status and intention to return to work. The County will require that an employee who has been on FMLA leave because of the employee's own serious health condition return a fitness- for-duty certification before returning to work. The County will require that a health care provider certify the employee's ability to perform his or her essential job duties. The County is not required to continue FMLA leave or to return a person to work if the employee would have been terminated had they continued to work (Example: employee's position eliminated as part of a restructuring or a reduction in force action). B. Benefits: The employee shall be reinstated without loss of benefits accrued • when the leave began. Sick and vacation paid time will continue to accrue during 17-4 Family and Medical Leave 7