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City of Arden Hills Personnel Policy Effective February 29,20156 <br />fifteen 15)calendar days after requested.If the form is not submitted in a timely fashion the <br />employee must provide a reasonable explanation for the delay. Failure to provide medical <br />certification may result in a denial or delay of the leave. <br />The Ci may require an employee to obtain a second opinion from a provider..aselected <br />by the City-selee- .If necessary to resolve a conflict between the original certification and the <br />second opinion,the City may require the opinion of a third doctor.This third opinion will be <br />considered final.An employee will be provisionally entitled to leave and benefits under the <br />FML--pending the second and/or third opinion. <br />When Leave is due to an employee's own serious health condition a fitness for duty <br />certification(FFD)may be required before an employee can return to work.Failure to timely <br />pro-ride such certification may eliminate or delay an employee's right to reinstatement under <br />the FMLA. <br />If an employee is using intermittent leave,and reasonable safety concerns exist regarding the <br />employee's ability to perform his or her duties, a FFD certificate may be required as <br />frequently as every 30 days during periods when the employee has used intermittent leave. <br />Recertification <br />Recertification of the need for leave may be required if the employee requests an extension of <br />the original length of leave approved by the City or if the circumstances regarding the leave <br />have changed.Recertification may also be required if there is a question as to the vandi of <br />the certification or if the employee is unable to return to work due to+1-,ea serious health <br />condition. <br />Reinstatement <br />Employees returning from Family and Medical Leave,,vill be reinstated in the same position <br />or a position equivalent in pay,benefits and other terms and conditions of employment. <br />An employee's reinstatement rights arc the same as they would have been had the employee <br />not been on leave. Thus if an employe'sposition would have been eliminated or an <br />employee would have been terminated but for the leave, the employee would not have the <br />right to be reinstated upon return from leave. <br />Notice of Intent to Return from FMLA Leave <br />The City requires an employee on FNILA leave to report periodically on the employee's status <br />and intent to return to work. <br />50