Page 47 - EE_Handbook__Final_Classical

Together, we prepare people for work.

Employees may be required to provide certification and periodic recertification supporting the need for
leave.

When an employee requests FMLA leave due to the employee’s serious health condition or the serious
health condition of a family member, Goodwill-Easter Seals may require the employee to submit a
certification from the applicable health care provider. Additionally, when an employee requests leave
due to a qualifying exigency or leave to care for a covered servicemember with a serious injury or illness,
GESMN may require certification to support the request.
Where FMLA leave is taken because of an employee’s serious health condition or the serious health
condition of a family member and GESMN has reason to doubt the validity of a certification, GESMN
may require another opinion as allowed under the FMLA. GESMN may also require that the employee
obtain recertification by the applicable health care provider as allowed under the FMLA at the
employee's expense.
An employee returning from an FMLA leave due to their serious health condition must provide a fitness
for duty certification to be restored to employment.

GOODWILL-EASTER SEALS RESPONSIBILITIES

Employees requesting a leave will be informed whether they are eligible under FMLA. If the employee is
eligible for FMLA leave, the employee will be notified of additional information, including medical or
other certification required to approve the FMLA leave, as well as notify the employee of their rights and
responsibilities. If an employee is not eligible, they will be notified of the reason for the ineligibility.
The employee will be informed if the leave will be designated as FMLA-protected, and the amount of
leave counted against the employee’s leave entitlement. If the leave is not FMLA-protected, the
employee will be notified of this fact.

USE OF LEAVE

Employees do not need to use their entire FMLA leave entitlement in one block. When medically
necessary, leave may be taken intermittently or on a reduced leave schedule. Leave due to qualifying
exigencies may also be taken on an intermittent basis or reduced schedule. If GESMN, in its sole
discretion, consents, leaves taken after the birth of a healthy child or placement of a healthy child for
adoption or foster care may be taken intermittently or through a reduced work schedule. An employee’s
entitlement to FMLA leave for a birth or placement expires at the end of the 12-month period beginning
on the child's birth or placement date.
The use of FMLA will not result in the loss of any employment benefit that accrued prior to the start of
an employee’s leave.
When planning medical treatment, employees are expected to make reasonable efforts to schedule the
treatment so as not to unduly disrupt GESMN operations, subject to the approval of the health care
provider.

GESMN – Internal Use Human Resources 44