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  1. #1
    Join Date
    Dec 2006
    Posts
    17

    Default Intermittent FMLA Recertification

    For FMLA leave taken intermittently or on a reduced leave
    schedule basis, the employer may not request recertification in less
    than the minimum period specified on the certification as necessary for
    such leave. What does this mean?

  2. #2
    Join Date
    Jul 2005
    Location
    Texas
    Posts
    254

    Default Re: Intermittent FMLA Recertification

    Quote Quoting mamato2
    View Post
    For FMLA leave taken intermittently or on a reduced leave
    schedule basis, the employer may not request recertification in less
    than the minimum period specified on the certification as necessary for
    such leave. What does this mean?
    Lets say that you go out on intermittent FMLA which means, your physician has certified that you need 5 days off a month for your condition, medical treatments, etc.... the employer cannot ask for recertification less than every 30 days. If you go out on a 60 day FMLA leave, the employer should not ask for recertification until after the 60 days.

  3. #3
    Join Date
    Mar 2005
    Location
    Michigan
    Posts
    28,906

    Default Re: Intermittent FMLA Recertification

    For context:
    Quote Quoting 29 CFR 825.308 - Under what circumstances may an employer request subsequent recertifications of medical conditions?
    (a) For pregnancy, chronic, or permanent/long-term conditions under continuing supervision of a health care provider (as defined in Sec. 825.114(a)(2)(ii), (iii) or (iv)), an employer may request recertification no more often than every 30 days and only in connection with an absence by the employee, unless:
    (1) Circumstances described by the previous certification have changed significantly (e.g., the duration or frequency of absences, the severity of the condition, complications); or

    (2) The employer receives information that casts doubt upon the employee's stated reason for the absence.
    (b)
    (1) If the minimum duration of the period of incapacity specified on a certification furnished by the health care provider is more than 30 days, the employer may not request recertification until that minimum duration has passed unless one of the conditions set forth in paragraph (c)(1), (2) or (3) of this section is met.

    (2) For FMLA leave taken intermittently or on a reduced leave schedule basis, the employer may not request recertification in less than the minimum period specified on the certification as necessary for such leave (including treatment) unless one of the conditions set forth in paragraph (c)(1), (2) or (3) of this section is met.
    (c) For circumstances not covered by paragraphs (a) or (b) of this section, an employer may request recertification at any reasonable interval, but not more often than every 30 days, unless:
    (1) The employee requests an extension of leave;

    (2) Circumstances described by the previous certification have changed significantly (e.g., the duration of the illness, the nature of the illness, complications); or

    (3) The employer receives information that casts doubt upon the continuing validity of the certification.

    (d) The employee must provide the requested recertification to the employer within the time frame requested by the employer (which must allow at least 15 calendar days after the employer's request), unless it is not practicable under the particular circumstances to do so despite the employee's diligent, good faith efforts.

    (e) Any recertification requested by the employer shall be at the employee's expense unless the employer provides otherwise. No second or third opinion on recertification may be required.

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