Employee Manual 2023 - Flipbook - Page 47
After the serious health condition of the employee (or their family member) has resulted in FMLA
leave for 30 or more consecutive days, a recertification must be supplied to the City and at the end
of each 30 day period thereafter, or after the period of incapacity as specified on the certification
furnished by the health care provider, whichever is longer. Also, where the employee’s condition
has been certified as requiring intermittent or reduced leave in excess of 6 months, the City will
require recertification after 6 months. Similarly, where the employee or family member has a
serious health condition lasting beyond a single leave year (such as when a chronic health condition
exists), the City requires a new medical certification for each subsequent leave year in order to
grant further FMLA leave based on that condition. Under certain circumstances, the City may
require recertification more often than stated above.
The City has the right to seek additional information concerning any certification for clarification or
authentication purposes.
Certification Related to Active Duty Qualifying Exigency or Military Caregiver Leave: An employee
who takes Military Caregiver Leave, or who has an active duty qualifying exigency, shall be required
to provide, in a timely manner, appropriate certification and supporting documentation, such as
active duty orders or other documentation.
Where a qualifying exigency exists, the employee will be required to provide a signed certification
setting forth sufficient facts regarding the qualifying exigency giving rise to the need for leave, an
estimate of the duration of the leave, the frequency of the qualifying exigency, and other
information as permitted by FMLA (and attaching supporting documents).
Employees taking Military Caregiver Leave under FMLA are also required to complete certification
forms. These forms can be obtained from the human resources director.
Medical Certification Abroad: Medical certification(s) may be provided by a health care provider in
another country when the Employee is traveling or a family member resides in another country
when the serious health condition develops. If the certification provided by a foreign healthcare
provider is not in English, the Employee is required to provide the City with a written English
translation at their expense.
Intermittent/Reduced Leave Schedule: If an employee requests intermittent leave, or leave on a
reduced leave schedule, the employee must advise the City (1) why the intermittent/reduced leave
schedule is medically necessary, and (2) of the schedule for treatment. Intermittent leave may be
taken in increments of one hour or more. The employee is required to meet with their manager
and the human resources director to work out a treatment schedule that meets the employee’s
needs without unduly disrupting the City’s operations. If the meeting takes place after treatment
has been scheduled, the City may, in certain instances, require the employee to attempt to
reschedule treatment.
The City may assign the employee requesting intermittent or a reduced leave schedule to an
alternate position with equivalent pay and benefits, but not necessarily equivalent job duties,
which will better accommodate the employee’s intermittent or reduced leave schedule. While the
City may also transfer the employee to a part-time job with the same hourly rate of pay and
City of Plymouth Employee manual - Page 47 – March 2023
