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designated family medical leave and counts toward his or her twelve (12) week allocation. 6. Employees seeking family medical leave should complete the Request for FMLA form and submit it to the Human Resources Department, via their chain of command, stating the reason for the request and the beginning and ending dates of the requested leaves of absence. However, failure by an employee to provide this written notice shall not result in the department director denying the time off if the employee gives timely verbal or other notice. 7. When planning medical treatment, the employees should consult with the department directors and make reasonable efforts to schedule the leave so as not to disrupt unduly the department's operations, subject to the approval of the health care provider. 8. If an employee fails to give thirty (30) days notice for foreseeable leave with no reasonable excuse for the delay, the City may deny granting family medical leave benefits until at least thirty (30) days after the date the employee provides notice of the need. However, it must be clear that the employee had actual notice of the family medical leave requirements (by posting of a notice at the worksite), and the need for leave clearly foreseeable thirty (30) days in advance of the requested commencement day. Certification of Health Care Provider 1. Human Resources may require that the employee's request for leave due to the employee's own serious health condition or leave to care for a seriously ill family member be supported by a certification issued by the health care provider of the employee or of the employee's ill family member. Such certification may be provided by having the health care provider complete either the Certification of Health Care Provider for Employee's Serious Health Condition, or the Certification of Health Care Provider for Family Member's Serious Health Condition within fifteen (15) days after the department director's request, unless it is not practicable under the particular circumstances to do so despite the employee's diligent, good faith efforts. The employee is responsible for any costs associated in obtaining the initial certification. At the time the Human Resources Department requests medical certification, the employee will also be advised of the anticipated consequences of the employee's failure to provide adequate certification. 2. The Human Resources Department shall advise the employee if the certification provided is deemed insufficient or incomplete. The employee 704:2 FMLA Page 11 of 19 122