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result in a delay or denial of FMLA protection if the Company is unable to determine whether the <br />leave is FMLA-qualifying. Employees are directed to return all medical certification <br />documentation to the Human Resources Representative; this medical certification <br />documentation should not be returned to the employee's direct supervisor. <br />(a) Certification of Serious Health Conditions for Basic Leave: The application for leave <br />based on the "serious health condition" of the employee or the employee's spouse, child, <br />or parent must be accompanied by a "Certification of Health Care Provider" completed <br />by the health care provider of the employee or the employee's ill or injured family <br />member. A certification is required for a continuous, intermittent or reduced workday or <br />workweek leave schedule. The Certification of Health Care Provider must be completed <br />in its entirety. You may request a copy of the Certification of Health Care Provider for <br />Employee's Serious Health Condition (DOL Form WH -380-E) or the Certification of Health <br />Care Provider for Family Member's Serious Health Condition (DOL Form WH -3804) from <br />the Human Resources Representative. <br />If the FMLA leave is requested as a result of the employee's serious health condition, the <br />medical certification must state that the employee cannot perform the essential <br />functions of his or her job and must specifically list which essential functions cannot be <br />performed. The employee must obtain from the Company a statement of the essential <br />functions of the employee's position and provide it to his or her health care provider <br />along with the Certification of Health Care Provider for Employee's Serious Health <br />Condition (DOL Form WH -380-E) form. - <br />When leave is foreseeable, a completed Certification of Health Care Provider must be <br />submitted to the Human Resources Representative within 15 days of notification of the <br />necessity of a leave. In addition, recertification of medical necessity will be required <br />every 30 days unless the circumstances permit a shorter period as allowed under the <br />FMLA. <br />(b) Certification of Qualifying Exigency: An employee requesting leave related to a <br />Covered Mary Member must provide proof of the call-up or active military service at <br />the time of the request. This documentation may be a copy of the military orders or <br />other official Armed Forces communication. The employee shall also provide the <br />Company with information regarding the qualifying reason for leave and amount of <br />leave needed. The Certification of Qualifying Exigency for Military Family Leave (DOL <br />Form WH -384) must be completed by the employee and returned to the Human <br />Resources Representative. This Certification of Qualifying Exigency shall be submitted to <br />the Human Resources Representative within 15 days of notification of the necessity of a <br />leave. <br />(c) Certification of Caregiver Status: An employee requesting Caregiver Leave must <br />provide documentation of the Covered Servicemember's qualifying illness, injury, <br />recovery, or need for care at the time of the request. A copy of the Certification for <br />Serious Injury or Illness of Covered Servicemember (DOL Form WH -385) to be completed <br />by the employee or Covered Servicemember and health care provider and returned to <br />the Human Resources Representative is available from the Human Resources <br />Representative. This Certification for Serious Injury or Illness shall be submitted to the <br />Human Resources Representative within 15 days of notification of the necessity of a <br />leave. <br />19 <br />