Our HR hotline receives countless questions throughout the year regarding which medical professionals can fill out FMLA forms for employees. This is what we will be discussing in a few moments. But first, let's provide a little background regarding the FMLA process. In order to be placed on a Family Medical Leave, a health care provider must complete a certification form. This form ensures the validity of the serious health condition. The FMLA regulations specifically define the term "health care provider" as a doctor of medicine or Osteopathy who is authorized to practice medicine. Additionally, the Secretary of Labor determines other persons capable of providing health care services. These "other persons" must be authorized to practice in their state and capable of diagnosing and treating physical or mental health conditions. Examples of such providers include podiatrists, dentists, clinical psychologists, optometrists, chiropractors, nurse practitioners, midwives, clinical social workers, physician assistants, and certain Christian Science practitioners. It is important to note that this is not an exhaustive list. If you are questioning a medical professional's authorization to fill out the FMLA form, it is always best to check the published FMLA regulations. Members of the management association may also contact the HR hotline for assistance.
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Fmla s for pregnancy Form: What You Should Know
Note: This form is for employer approval only and does not reflect FMLA sick leave. Please be careful when filling out this form to avoid any legal liability. (1) The employee is pregnant and the doctor has prescribed medication to treat the pregnancy. (2) The employee has completed prenatal visits with the doctor and is experiencing symptoms of pregnancy. (3) The employee has completed an ultrasound which indicates fetal and uterine development. (4) The employee has an ongoing family medical condition which requires a doctor's attention which the employer has determined poses a reasonably significant risk of injury during or after pregnancy. (5) The employee has an ongoing family medical condition which requires doctor's attention which in the opinion of the individual or the employer poses a reasonably significant risk of injury before or during pregnancy. (6) The employee has an ongoing family medical condition which requires doctor's attention which in the opinion of the individual or the employer involves risks that are not anticipated to arise during or after pregnancy. (7) The employee has an ongoing family medical condition which requires doctor's attention that was reasonably expected as a result of childbirth at some point in the past. (8) The employee will become a parent when born and the employee's baby is already in the person's care. (9) The employee will start pregnancy within 30 days after starting to work. For employees of a retail establishment, the last day of the contracted period. The term of the pregnancy will be 60 days from the date of expected delivery.
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