![]() Doubting the Validity of a Certification Based on the First ReviewĪ medical certification is provided by the employee at the start of a new leave year to support their request for FMLA leave. This column will offer our best-practice interpretation and some concrete examples to help you manage your own FMLA program. Since it’s virtually impossible to imagine all the possible reasons to doubt, employers must settle for being alert to anything that brings pause. While many terms are defined within the law, “reasonable basis to doubt the validity” is not one of them. ![]() As we discussed in the January column, FMLA regulations require an employer to have a “reasonable basis to doubt the validity” 1 of an employee’s original medical certification to request a second opinion exam. Welcome to the second column in our series on best practices for employers to use second and third opinions to curb Family and Medical Leave Act (FMLA) abuse by their workforce. If an Employer Has “A Reason to Doubt the Validity” of an Employee’s FMLA Certification By Gail I. ![]()
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