Common use of Advance Notice and Medical Certification Clause in Contracts

Advance Notice and Medical Certification. The employee may be required to provide advance leave notice and medical certification. • The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable”. • An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work. Maintenance of Health Benefits An employer is required to maintain group health coverage, including family coverage, for an employee on FMLA on the same terms as if the employee continued to work. .

Advance Notice and Medical Certification. The employee may be required to provide advance leave notice and medical certification. • Taking of leave may be denied if requirements are not met. The employee ordinarily must provide 30 days advance notice when the leave is "foreseeable”. • ." An employer may require medical certification to support a request for leave because of a serious health condition, and may require second or third opinions (at the employer's expense) and a fitness for duty report to return to work. Maintenance of Health Benefits An employer is required to maintain group health coverage, including family coverage, for an employee on FMLA on the same terms as if the employee continued to work. .

Advance Notice and Medical Certification. The employee may be required to provide advance leave notice and medical certification. • Taking of leave may be denied if requirements are not met. The employee ordinarily must provide 30 thirty (30) days advance notice when the leave is "“foreseeable”. • An The employer may require medical certification to support a request for leave because of a serious health condition, condition and may require second or third opinions (at the employer's ’s expense) and a fitness for duty report to return to work. Maintenance of Health Benefits An employer is required to maintain group health coverage, including family coverage, for an employee on FMLA on the same terms as if the employee continued to work. .