10-27-25 - City Council Agenda - Laserfiche WebLink

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Page 33 G. Medical Certification Certification by a physician or practitioner is required for FMLA leave due to an employee’s serious health condition or that of a family member’s. The medical certification form must include the following information: (1) date that the qualifying event started; (2) duration of the qualifying event; (3) appropriate medical facts; and (4) purpose the leave is needed. Administration may request additional medical information that provides an updated status of the employee’s or family member’s serious health condition and date of return. A second opinion from another health care provider may be requested by the City. If requested, the City will pay for the cost of a second opinion and will select a health care provider not regularly associated with the City. A "Certificate of Physician or Practitioner" form can be obtained from Human Resources. H. Health Care Providers “Health care providers” are defined as doctors of medicine or osteopathy, podiatrists, dentists, clinical psychologists, optometrists, chiropractors, nurse practitioners, nurse-midwives, clinical social workers (within certain limitations), Christian Science practitioners, health care providers recognized by the City’s group health plan, and health care providers as defined above who practices and is licensed in a country other than the United States. [Refer to 29 C.F.R. 825.118 for a complete list.] I. Recertification Recertification will be required if the employee requests an extension of the original length approved by the City or if the employee's circumstances change. Recertification may also be required if there is a question as to the validity of the certification if the employee is unable to return to work due to the serious health condition. J. Fitness for Duty Certification When leave is due to an employee’s own serious health condition, a fitness for duty certification (FFD) may be required before an employee can return to work. Failure to timely provide such certification may eliminate or delay an employee’s right to reinstatement under the FMLA. K. Record Retention Records on FMLA leave will be kept along with normal payroll records except that any medical record will be maintained separately in the employee's medical record file. L. Affect on Pension FMLA leave counts as continued service for purposes of retirement or pension plans. M. Reinstatement Employees returning from FMLA leave will return to their same position or an equivalent position upon return from FMLA leave (employees returning from FMLA leave due to a child with a serious health condition will be returned to the same position). Page 94 of 166