Nor do employers have to grant a leave if the medical documentation indicates that the employee will never be able to work again. Depends upon the facts of the specific case. An impairment is a physiological disorder affecting one or more of a number of body systems or a mental or psychological disorder. ASU can obtain medical information related to its employee's occupational injury or illness if requested for proper understanding of the case and determination of the rights involved. ASU can deny restoration of employment until form submitted.
Employee is responsible for the cost of obtaining the certification.
Employee must provide a release to return to work from his or her physician. The release can be with or without restriction. Confidential Medical Files Employer may keep a single confidential medical file for each employee, separate from the usual personnel file, for medical documentation, under both FMLA and ADA if the employer follows ADA confidentiality standards. Medical information regarding an employee's occupational injury or illness should be collected and maintained in a separate medical file, apart from the personnel file, per ADA's confidentiality standards. Job Assignment upon Return to Work Employee is to be restored to his or her former position or an equivalent position.