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City of Arden Hills Personnel Policy Effective February 29,2016 <br />If an employee fails to give thirty (30) days' notice for a foreseeable leave with no <br />reasonable explanation for the delay, the leave may be denied until thirty (30) days after <br />the employee provides notice. <br />Certification and Documentation Requirements <br />For leave due to an employee's serious health condition or a family member's, the City <br />will require the completion of a Medical Certification form by the attending physician or <br />practitioner. The form must be submitted to the Director of Administrative Services <br />within fifteen (15) calendar days after requested. If the form is not submitted in a timely <br />fashion, the employee must provide a reasonable explanation for the delay. Failure to <br />provide medical certification may result in a denial or delay of the leave. <br />The City may require an employee to obtain a second opinion from a provider selected <br />by the City. 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 <br />will be considered final. An employee will be provisionally entitled to leave and benefits <br />under the FMLA 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 <br />timely provide such certification may eliminate or delay an employee's right to <br />reinstatement under the FMLA. <br />If an employee is using intermittent leave, and reasonable safety concerns exist regarding <br />the 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 <br />leave. <br />Recertification <br />Recertification of the need for leave may be required if the employee requests an <br />extension of the original length of leave approved by the City or if the circumstances <br />regarding the leave have changed. Recertification may also be required if there is a <br />question as to the validity of the certification or if the employee is unable to return to <br />work due to a serious health condition. <br />Reinstatement <br />Employees returning from Family and Medical Leave will be reinstated in the same <br />position or a position equivalent in pay, benefits and other terms and conditions of <br />employment. <br />55