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City of Arden Hills Personnel Policy <br />Effective February 29, 2016 <br />Amended December 19, October 28 2019 <br />as - Tactical, including following required call-in procedures. <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 the <br />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 will <br />require the completion of a Medical Certification form by the attending physician or <br />practitioner. The form must be submitted to the Direeter e f ° d ffi n:,.,.yati-_„ Se fv . FCS <br />Administrator, or their designee, within fifteen (15) calendar days after requested. If the <br />form is not submitted in a timely fashion, the employee must provide a reasonable <br />explanation for the delay. Failure to provide medical certification may result in a denial or <br />delay of the leave. <br />The City may require an employee to obtain a second opinion from a provider selected by <br />the City. If necessary to resolve a conflict between the original certification and the second <br />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 />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 leave. <br />Recertification <br />Recertification of the need for leave may be required if the employee requests an extension <br />of the original length of leave approved by the City or if the circumstances regarding the <br />leave have changed. Recertification may also be required if there is a question as to the <br />validity of the certification or if the employee is unable to return to work due to a serious <br />health condition. <br />Reinstatement <br />