Employers use this form to verify that the employee is needed to care for another person.
California Doctor's Certification of Employee's Need to Care for Another Person
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How to fill out California Doctor's Certification Of Employee's Need To Care For Another Person?
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FAQ
When the employee requests FMLA leave for a serious medical condition, the employer can request certification of the medical condition. Employers can request information about the medical condition, the need for leave, contact information for the physician among other facts.
Doctors aren't the only health care providers who may certify FMLA leave. Podiatrists, dentists, clinical psychologists, optometrists and chiropractors can all certify leave, as can nurse practitioners, nurse-midwives, clinical social workers and physician assistants.
Doctors aren't the only health care providers who may certify FMLA leave. Podiatrists, dentists, clinical psychologists, optometrists and chiropractors can all certify leave, as can nurse practitioners, nurse-midwives, clinical social workers and physician assistants.
FMLA certification is a medical confirmation that is generally required for employees to take leave per the Family Medical Leave Act. Generally, this is required in the case of employees or their direct family members sustaining a serious health condition that requires time off work for caregiving or recuperation.
Any employee taking FMLA leave may be required to show a certification from a medical professional stating that the leave is necessary. Employers are allowed to require or simply ask for this documentation any time FMLA leave is requested. Employers should ask for the certification as soon as the leave is brought up.
If you're covered by the law, you aren't required to ask a doctor for a written excuse before requesting time off. However your employer is within its rights to ask for a doctor's certification, which confirms that you have legitimate FMLA reasons for your absence.
In short, a medical certification is a relatively short form that is filled out by a health care provider and provided to the employer to establish a patient or family member's medical condition that requires FMLA-protected leave.
The answer is yes. Under the FMLA, employers can and should designate any qualifying leave time as FMLA.In some instances, the employee might refuse to provide the required FMLA medical certification, choosing to hold FMLA leave for later usage while exhausting employer-provided paid or unpaid leave time.
Doctors aren't the only health care providers who may certify FMLA leave. Podiatrists, dentists, clinical psychologists, optometrists and chiropractors can all certify leave, as can nurse practitioners, nurse-midwives, clinical social workers and physician assistants.
