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(3) the department receives information that casts doubt upon the <br /> employee's stated reason for the absence or the continuing validity <br /> of the certification. <br /> c. For medical conditions certified as expecting to last longer than 30 <br /> days, the department director must wait until the specified period has <br /> passed prior to requesting a new certification. <br /> d. In all cases, the Human Resources Department may request <br /> recertification every six months. <br /> e. For medical conditions that last longer than one year a new medical <br /> certification may be requested each leave year. <br /> 2. Employees must be allowed at least fifteen (15) days within which to provide <br /> a re-certification. New medical certifications are subject to the same <br /> authentication and clarification procedures as the initial medical <br /> certification. <br /> Intermittent Leave or Reduced Leave Schedule <br /> 1. An employee may take leave intermittently (a few days or a few hours at a <br /> time) or on a reduced leave schedule. The employee may be required to <br /> transfer temporarily to a position with equivalent pay and benefits that better <br /> accommodates recurring periods of leave. An employee may not take <br /> intermittent leave following the birth or placement of a child except at the <br /> discretion of the City. <br /> 2. When requesting intermittent leave or leave on a reduce leave schedule <br /> which is medically necessary, an employee shall advise the department <br /> director when making the request of the reasons why the intermittent/ <br /> reduced leave schedule is necessary and of the treatment schedule, if <br /> applicable. The employee and department director shall attempt to work out <br /> a schedule that meets the employee's needs without unduly disrupting the <br /> department's operations, subject to the approval of the health care provider. <br /> 3. The number of hours of time off in the twelve (12)-week period of family <br /> medical leave shall be based on the number of hours in the employee's <br /> regular work schedule. For part-time employees and those who work <br /> variable hours, regular work schedule is based on the average bi-weekly <br /> hours worked during the twelve (12) week period prior to the start of the <br /> family medical leave. <br /> 704:2 FMLA Page 15 of 19 <br /> 126 <br />