Advice and Resolution Corner - FMLA - Certification & Recertification for a Serious Health Condition

Document created by 1050210 on Nov 13, 2014Last modified by 1050210 on Nov 14, 2014
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Published Date: 09/02/2014

 

John; Gupton

By John Gupton

 

[Don’t miss the Advice and Resolution Corner Plus members-only webcast scheduled for this Wednesday, September 3, 2014 at 8:30 am. Register now at https://www4.gotomeeting.com/register/288160039.]

 

Question:

 

Can I require my employee to provide his or her medical records to support an FMLA leave due to a serious health condition?

 

Answer:

 

No. An employee is not required to give the employer his or her medical records. The employer, however, does have a right to request that an employee provide medical certification containing sufficient medical facts to establish that a serious health condition exists.

 

In general, the Family and Medical Leave Act of 1993 (FMLA) entitles eligible employees who work for covered employers to take up to 12 weeks of an unpaid, job-protected leave of absence in a 12-month period for specified family and medical reasons, with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.

 

The employer may require the employee to submit a certification from a health care provider to support the employee’s need for FMLA leave to care for a covered family member with a serious health condition or for the employee’s own serious health condition. The employer must notify the employee each time a certification is required. The employer’s notice must be included in the written notice of FMLA rights and responsibilities given to the employee when leave is first requested.

 

Also, in general, the employer may request the employee to provide a recertification no more often than every 30 days and only in connection with an absence by the employee. If a certification indicates that the minimum duration of the serious health condition is more than 30 days, the employer must generally wait until that minimum duration expires before requesting recertification. However, in all cases, including cases where the condition is of an indefinite duration, the employer may request a recertification for absences every six months. The employer may request a recertification in less than 30 days only under certain circumstances.

 

For more information on this issue, attend the Advice and Resolution Corner Plus webinar, scheduled for Wednesday, September 3 from 8:30 am until 9:00 am. You can self-register for this webinar at https://www4.gotomeeting.com/register/288160039.

 

Note: Previous Advice and Resolution Corner Plus webinars are available on our CAI The specified item was not found. page.

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