10.02A Personnel Committee Recommendation-Personnel Policy Revision

Home Browse Search

City of Pequot Lakes Citv of Pequot Lakes Personnel Policies Title: Leaves Effective Date: [date adopted] Effective Date(s)of Amendment(s): If an employee fails to give thirty(30) days' notice for a foreseeable leave with no reasonable explanation for the delay, the leave may be denied until thirty (30) days after the employee provides notice. 10.5.7 Certification and Documentation Requirements For leave due to an employee's serious health condition or a family member's,the City will require the completion of a Medical Certification form by the attending physician or practitioner.The form must be submitted to the City Administrator within fifteen (15) calendar days after requested. If the form is not submitted in a timely fashion,the employee must provide a reasonable explanation for the delay. Failure to provide medical certification may result in a denial or delay of the leave. The City may require an employee obtain a second opinion from a provider which the City selects. If necessary to resolve a conflict between the original certification and the second opinion,the City may require the opinion of a third doctor.This third opinion will be considered final.An employee will be provisionally entitled to leave and benefits under the FML pending the second and/or third opinion. 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 FML. If an employee is using intermittent leave, and reasonable safety concerns exist regarding the employee's ability to perform his or her duties, a FFD certificate may be required as frequently as every 30 days during periods when the employee has used intermittent leave. 10.5.8 Recertification Recertification of the need for leave may be required if the employee requests an extension of the original length approved by the City or if the circumstances regarding the (eave have changed. Recertification may also be required if there is a question as to the validity of the certification or if the employee is unable to return to work due to the serious health condition. 10.5.9 Reinstatement Employees returning from Family and Medical Leave will be reinstated in the same position or a position equivalent in pay, benefits and other terms and conditions of employment. An employee's reinstatement rights are the same as they would have been had the employee not been on leave. Thus, if an employee's position would have been eliminated or an 25