Certification
United Employment Solutions requires the employee to provide certification. You will have 15 calendar days from the Company’s request for certification to provide it to the Company, unless it is not practicable to do so. The Company may require recertification from the health care provider if the employee requests additional leave upon expiration of the time period in the original
certification. (For example, if an employee needs two weeks of family and medical leave, but following the two weeks needs intermittent leave, a new medical certification will be requested and required.) If the employee does not provide medical certification in a timely manner to substantiate the need for family and medical leave, the Company may delay approval of the leave, or continuation thereof, until certification is received. If certification is never received, the leave may not be considered family and medical leave.
If the leave is needed to care for a sick child, spouse, or parent, the employee must provide a certification from the health care provider stating:
- Date of commencement of the serious health condition;
- Probable duration of the condition;
- Estimated amount of time for care by the health care provider; and
- Confirmation that the serious health condition warrants the participation of the employee.
When both parents are employed by the Company, and request simultaneous leave for the birth or placement for adoption or foster care of a child, the Company will not grant more than a total of 12 workweeks family/medical leave for this reason.
If an employee cites his/her own serious health condition as a reason for leave, the employee must provide a certification from the health care provider stating:
- Date of commencement of the serious health condition;
- Probable duration of the condition;
- Inability of the employee to work at all or to perform any one or more of the essential functions of his/her position because of the serious health condition.
If an employee is absent because of his/her own serious health condition, the Company will also require a medical release to return to work form or certification from the employee’s health care provider that the employee is able to resume work.
Failure to a release to return to work certificate from the employee’s health care provider will result in denial of reinstatement for the employee until the certificate is obtained.