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required to do so. If the employee chooses not to provide such authorization <br /> and does not otherwise clarify the certification, the City may deny the FMLA <br /> leave request if the certification is unclear. It is the employee's responsibility <br /> to provide the City with a complete and sufficient certification and to clarify <br /> the certification if necessary. <br /> Second and Third Opinions <br /> 1. If the City has received a complete and sufficient certification but has a <br /> reason to doubt that it is valid, the City may require the employee to obtain <br /> a second opinion at the City's expense. The City can choose the health <br /> care provider to provide the second opinion. <br /> 2. If the first and second opinions reach different conclusions, the City may <br /> require a third opinion at the City expense. The third health care provider <br /> must be approved by both the City and the employee. The opinion of the <br /> third health care provider is final. <br /> 3. While waiting for the second (or third) opinion, the employee is provisionally <br /> entitled to FMLA leave, including the right to maintain his or her group <br /> health benefits. If the certifications do not ultimately establish that the <br /> employee is entitled to FMLA leave, the leave is not considered FMLA leave <br /> and may be treated as paid or unpaid leave under the City's leave policy. <br /> 4. If the employee requests it, the City will provide copies of second or third <br /> opinions within five business days absent extenuating circumstances. <br /> 5. If a second or third opinion health care provider requests information <br /> relevant to the serious health condition at issue from the employee's or his <br /> or her family member's health care provider, and the employee or their <br /> family member does not authorize their health care provider to release such <br /> information, the FMLA leave may be denied. <br /> Recertification <br /> 1. The Human Resources Department may exercise the option of requesting <br /> a new medical certification or recertification in accordance with the following <br /> guideline: <br /> a. A new certification may be requested every 30 or more days. <br /> b. Recertification may be requested in less than 30 days if: (1) the <br /> employee requests an extension of leave, or (2) the circumstances <br /> described in the previous certification have changed significantly, or <br /> 704:2 FMLA Page 14 of 19 <br /> 125 <br />