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Fmla recertification Form: What You Should Know

Application Form, make sure you have a valid Social Security Number or other identification that is on file with the United States Department of Health and Human Services (HHS).

Online solutions help you to manage your record administration along with raise the efficiency of the workflows. Stick to the fast guide to do Form WH-380-F, steer clear of blunders along with furnish it in a timely manner:

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Video instructions and help with filling out and completing Fmla recertification form

Instructions and Help about Fmla recertification form

Hello, I'm Susan Schoenfeld, a senior legal editor at BL RS Human Resources and employment law publications. This is the third video in a series that answers questions we've received regarding medical certification under the Family and Medical Leave Act, or FMLA. Medical certification is a topic of many tough questions we've received from HR managers through our ask the expert service. One aggravated lead manager recently asked us if an employee has intermittent leave to care for a child's serious health condition, can we require the employee to provide a note from the child's physician for each missed day due to the child's serious health condition? Well, the answer to this question is probably not. Once the need for FMLA intermittent leave has been certified, an employer should not request additional medical documentation for absences because this may be viewed by the Department of Labor (DOL) as a request for medical research. As a result, FMLA regulations only allow an employer to seek recertification after 30 days, unless specific exceptions apply, which we will discuss in a few minutes. Medical certification of a particular condition is in effect for the duration of leave as specified on the certification itself. So, if the medical certification indicates that the minimum duration of the condition is more than 30 days, an employer must wait until that minimum duration expires before requesting a recertification, unless one of the specific exceptions applies. In all cases, an employer may request a recertification of a medical condition every six months in connection with an absence by the employee. Therefore, even if the medical certification indicates that the employee will need intermittent or reduced scheduled leave for a period exceeding six months (for example, a lifetime condition), the employer would be permitted to request recertification every six months in connection...