Common use of Medical Certification Clause in Contracts

Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Medical Certification. For leaves The Employer may require a certificate from a health care provider to care for a document that the employee or his or her spouse, child, spouse or parent who has a serious health condition, . The Employer may request a second opinion at the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from Employer’s expense and designate the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certificationprovider. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did Employer may not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought select a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not physician who is employed on a regular basis by the District. The State or has a contract with the Employer for furnishing second opinions for Family and Medical Leave unless the employee seeking Family and Medical Leave is located in an area where access to a health care providerprovider is extremely limited. If the second opinion is different from the first, if required, shall be selected by the DistrictEmployer may require at the Employer’s own expense a third opinion from a provider that the Employer and employee jointly designate. The third health care provider, if necessary, shall be jointly approved by the District and opinion is binding. The Employer may require the employee and this provider's opinion shall be bindingto provide a return-to-work verification following the end of a leave of absence. If The Employer may not require certification regarding the employee's leave has already begun during this medical review processbirth of a child. Care for a family member may merely include psychological comfort or reassurance, filling in for others who are also caring for the employee will be considered to have taken Family Care and Medical Leavefamily member, pending or making arrangements for changes in care for the result of the examinations ill family member, as certified by the second and, if necessary, third a health care provider. If additional The Employer shall notify the employee of the need for certification when appropriate and shall provide the employee with the Certification of Health Care Provider form, as prescribed by the U.S. Department of Labor, which is used to obtain medical certification for qualifying FMLA leave. The employee must return the medical certification to the Employer within fifteen (15) days of the request; or for leaves of fifteen (15) calendar days or less, upon return to work from an absence that may qualify as FMLA leave; or as soon thereafter as practicable under the circumstances. When the employee is substituting paid sick leave beyond that provided in for unpaid FMLA leave, the certification is requiredrequirements of this Agreement shall apply. Recertification: The Employer may require recertification as appropriate under the FMLA regulations. Use of Accrued Paid Leave: An employee may, but will not be required to, substitute accrued paid leave such as vacation or sick leave for any part of the twelve (12) week period the employee must submit a new certification by the relevant health care provideris entitled to under this Agreement.

Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion F: DATA: CONTRACT: UNIT J 2015-2018: ART XIII shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Medical Certification. For leaves An employee's request for leave, due to care for a serious medical condition affecting the employee or the employee's child, spouse parent, or parent who has spouse, must be supported by a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the issued by a health care provider which includes: of the individual requiring care. The medical certification shall include (1) the date, if known date on which the serious health condition commenced; and (2) the probable duration of the condition; and (3) an estimate of the time that the health care provider believes the employee needs required to care for the individualindividual requiring care (if additional time is required, the employee must submit additional medical certification); and (4) a brief statement of the regimen of treatment prescribed for the condition by the health care provider; and (5) as to family leave due to a serious health condition affecting the employee, a statement that the employee is unable to perform his or her job duties; or (6) as to family leave due to a serious health condition affecting a child, parent, or spouse of the employee, a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's positionfamily member. Medical certification must be submitted no later than provided within fifteen (15) calendar days after of the leave City's request has been madefor such medical certification, unless it is not practicable to do so despite the employee's diligent, good faith efforts to do so. If the deadline by which the employee is Failure to submit the provide medical certification is after in a timely manner may result in the following: (1) where the need for leave has startedwas foreseeable, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt denial of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, request until such time as the employee will be considered to have taken Family Care submits the required medical certification; or (2) where the need for leave was not foreseeable and Medical Leavethe employee is already on leave, pending the result denial of the examinations employee's continued leave until such time as the employee submits the required medical certification. The City may require additional medical certification of the need for family leave, including: (1) a second medical opinion, at the City's expense, if the City has reason to doubt the validity of the employee's medical certification; and (2) a third and binding medical opinion, at the City's expense, where the second opinion differs from the first. The City may request subsequent recertification of the need for leave every thirty (20 days. It may also request recertification at more frequent intervals if: (1) the employee requests an extension of leave; (2) the circumstances described by the second and, if necessary, third health care provideroriginal medical certification have changed significantly; or (3) the City receives information that casts doubt upon the continuing validity of the prior medical certification. If additional leave beyond that provided in The City may also require medical certification at the certification is required, time the employee must submit a new certification by seeks reinstatement from family leave due to the relevant employee's own serious health care providercondition that the employee is fit for duty and able to return to work.

Medical Certification. For leaves The Employer may require a certificate from a health care provider to care for a document that the employee or his or her spouse, child, spouse or parent who has a serious health condition, . The Employer may request a second opinion at the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from Employer’s expense and designate the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certificationprovider. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did Employer may not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought select a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not physician who is employed on a regular basis by the District. The State or has a contract with the Employer for furnishing second opinions for Family and Medical Leave unless the employee seeking Family and Medical Leave is located in an area where access to a health care providerprovider is extremely limited. If the second opinion is different from the first, if required, shall be selected by the DistrictEmployer may require at the Employer’s own expense a third opinion from a provider that the Employer and employee jointly designate. The third health care provider, if necessary, shall be jointly approved by the District and opinion is binding. The Employer may require the employee and this provider's opinion shall be bindingto provide a “return to work” verification following the end of a leave of absence. If The Employer may not require certification regarding the employee's leave has already begun during this medical review processbirth or placement of a child. Care for a family member may merely include psychological comfort or reassurance, filling in for others who are also caring for the employee will be considered to have taken Family Care and Medical Leavefamily member, pending or making arrangements for changes in care for the result of the examinations ill family member, as certified by the second and, if necessary, third a health care provider. If additional The Employer shall notify the employee of the need for certification when appropriate and shall provide the employee with the “Certification of Health Care Provider” form, as prescribed by the U.S. Department of Labor, which is used to obtain medical certification for qualifying FMLA leave. The employee must return the medical certification to the Employer within fifteen (15) days of the request or, for leaves of fifteen (15) calendar days or less upon return to work from an absence that may qualify as FMLA leave beyond that provided in or, as soon thereafter as practicable under the circumstances. When the employee is substituting paid sick leave for unpaid FMLA leave, the certification is requiredrequirements of this Agreement shall apply. Recertification: The Employer may require recertification as appropriate under the FMLA regulations. Use Of Accrued Paid Leave: An employee may, but will not be required to, substitute accrued paid leave such as vacation or sick leave for any part of the twelve (12) week period the employee must submit a new certification by the relevant health care provideris entitled to under this Agreement.

Medical Certification. For leaves The Employer may require a certificate from a health care provider to care for a document that the employee or his or her spouse, child, spouse or parent who has a serious health condition, . The Employer may request a second opinion at the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from Employer’s expense and designate the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certificationprovider. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did Employer may not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought select a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not physician who is employed on a regular basis by the District. The State or has a contract with the Employer for furnishing second opinions for Family and Medical Leave unless the employee seeking Family and Medical Leave is located in an area where access to a health care providerprovider is extremely limited. If the second opinion is different from the first, if required, shall be selected by the DistrictEmployer may require at the Employer’s own expense a third opinion from a provider that the Employer and employee jointly designate. The third health care provider, if necessary, shall be jointly approved by the District and opinion is binding. The Employer may require the employee and this provider's opinion shall be bindingto provide a return- to-work verification following the end of a leave of absence. If The Employer may not require certification regarding the employee's leave has already begun during this medical review processbirth of a child. Care for a family member may merely include psychological comfort or reassurance, filling in for others who are also caring for the employee will be considered to have taken Family Care and Medical Leavefamily member, pending or making arrangements for changes in care for the result of the examinations ill family member, as certified by the second and, if necessary, third a health care provider. If additional The Employer shall notify the employee of the need for certification when appropriate and shall provide the employee with the Certification of Health Care Provider form, as prescribed by the U.S. Department of Labor, which is used to obtain medical certification for qualifying FMLA leave. The employee must return the medical certification to the Employer within fifteen (15) days of the request; or for leaves of fifteen (15) calendar days or less, upon return to work from an absence that may qualify as FMLA leave; or as soon thereafter as practicable under the circumstances. When the employee is substituting paid sick leave beyond that provided in for unpaid FMLA leave, the certification is requiredrequirements of this Agreement shall apply. Recertification: The Employer may require recertification as appropriate under the FMLA regulations. Use of Accrued Paid Leave: An employee may, but will not be required to, substitute accrued paid leave such as vacation or sick leave for any part of the twelve (12) week period the employee must submit a new certification by the relevant health care provideris entitled to under this Agreement.

Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. .If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. Unit S 2017-2020 – Article XIII In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Medical Certification. For leaves to care for a child, spouse or parent who has a serious health condition, the employee must submit to the immediate administrator or, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes the employee needs to care for the individual; and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) 15 calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. However, if the employee fails to provide proper certification, the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In the case of leave due to a serious health condition of the employee, the District reserves the right to require, at its own expense, that the employee obtain the opinion of a second or even third health care provider designated by the District but not employed on a regular basis by the District. The second health care provider, if required, shall be selected by the District. The third health care provider, if necessary, shall be jointly approved by the District and the employee and this provider's opinion shall be binding. If the employee's leave has already begun during this medical review process, the employee will be considered to have taken Family Care and Medical Leave, pending the result of the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care provider.

Medical Certification. For leaves Where the Employer specifies on reasonable grounds, notwithstandingthe receipt of a medical certificate, that it continues to care be of the opinion that an employee may be medically unfit for a childwork or may jeopardize the safety of others, spouse or parent who has a serious health conditionnotwithstanding the delivery of the Certificate, the employee must submit Employer may, prior to the immediate administrator orrequesting a subsequent certificate, if applying for a formal leave must attach to the leave application, medical certification from the health care provider which includes: (1) the date, if known on which the serious health condition commenced; (2) the probable duration of the condition; (3) an estimate of the time that the health care provider believes meet with the employee needs to care for the individual; (and (4) a statement that the serious health condition warrants the participation of the employee to provide care. If the leave is for the serious health condition of the employee, the employee must submit to the immediate administrator and/or, if applying for a formal leave, must attach to the leave application, medical certification as specified in (1) and (2), above, plus a statement that, due to the serious health condition, the employee is unable to work at all or is unable to perform one or more of the essential functions of the employee's position. Medical certification must be submitted no later than fifteen (15) calendar days after the leave request has been made. If the deadline by which the employee is to submit the medical certification is after the leave has started, the employee will be considered to have taken Family Care and Medical Leave pending the District's receipt of the proper certification. Howeverhis her Union representative, if the employee fails to provide proper certification, so requests)for the purpose of obtaining any additional informationfrom the employee will be treated as if he or she did not qualify for, and thus never took, Family Care and Medical Leave, will be treated as if he or she sought a leave which may assist the Employer in its overall assessment of absence under another provision of this Agreement, and will not be given the protections set forth in this Article. In facts relating to the case of leave due to a serious health condition fitness of the employee. In any event the employee may be required to provide further medical certification from a licensed physician attesting to the employee’s fitness for work, and certifying that the District reserves physician is fully informed of the nature of such work by discussing it and the employee’s medical condition with the Employer’s physician. For these purposes, it is recognized that the Employer has the right to requiresend the employee to the Employer’s physician to undergo a medical assessment, at its own expensefor the particular problem specified on reasonable grounds, sufficient for the Employer’s physician to be able to provide the Employer with a medical opinion as to the employee’s fitness to work Third Medical Where the Employer specifies on reasonable grounds, and on the advice of the Employer’s physician, that it continues to be of the belief that an employee obtain may be medically unfit for work, or may jeopardize the opinion safety of a second or even third health care provider designated by others, notwithstanding the District but not employed on a regular basis by provision of the District. The second health care provider, if required, shall be selected by medical certificates mentioned in clauses and it may require the District. The third health care provider, if necessary, shall be jointly approved by the District and physicians of the employee and this provider's opinion the Employer to jointly select a third physician, who shall examine the employee and provide a further medical certificate attesting to the fitness or unfitness of the employee for work. The medical certificate shall be bindingconclusive of the issue of fitness for work. If the employee is certified fit to do his her job the Employer shall pay the cost of securing that medical certificate. If the employee is certified as being unfit to do his her job, it shall be the employee's leave has already begun during this medical review process’s responsibility to first have a claim for that physician’s services submitted to the appropriate Provincial Health Insurance Plan. If that claim is denied, the employee Employer will be considered undertake to have taken Family Care and Medical Leave, pending pay for the result costs of obtaining the examinations by the second and, if necessary, third health care provider. If additional leave beyond that provided in the certification is required, the employee must submit a new certification by the relevant health care providermedical certificate.