Source: https://federalfmla.typepad.com/federal_fmla_blog/medical_certification/
Timestamp: 2019-04-26 08:40:57+00:00

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On September 16, 2010, OPM announced that it was encouraging federal agencies to use the new DOL medical certification forms WH-380E (for the employee's own serious health condition) and WH-380F (for the serious health condition of covered family members). OPM explained that it was encouraging the switch to the newer DOL forms because the WH-380 was set to expire on September 30, 2010.
Comment: The announcement constitutes a reversal by the OPM. When the DOL initially issued the revised medical certification forms OPM counseled agencies to continue using the old WH-380. The reason: the DOL was able to revise the medical certification forms to allow employers to secure additional information because the DOL revised the underlying regulations governing the content of medical information that an employer may require from an employee to substantiate the need for FMLA leave. Because OPM did not similarly modify the underlying Title II medical certification content regulations, OPM correctly felt that the use of the new DOL forms would result in an employer securing more medical information than was permitted by OPM regulations.
Agencies that follow the OPM's advice and use the revised DOL forms are taking a risk. OPM has not revised the regulations governing the permissible content of a serious health condition medical certification. As such, existing OPM regulations do not permit an agency to require all of the medical information contained on the revised DOL forms. Again, the new DOL forms allow an employer to secure additional medical information BECAUSE the DOL modified the underlying medical certification content regulations. OPM has not modified its underlying medical certification content regulations. The regulations continue to prohibit an agency from securing medical information other than what is specifically permitted by the Title II regulations. See 5 CFR 630.1207.
It is frankly unclear to me how OPM can counsel agencies to use the new DOL forms when, as OPM initially recognized, such use will result in securing more medical information than is currently permitted by OPM's medical certification content regulations. Moreover, it is highly likely that an agency would not fair well if it denied FMLA leave and/or took disciplinary action because an employee submitted a certification that conformed to the OPM medical certification content regulations, but did not include all of the information on the more expansive new DOL forms.
The expiration of the WH-380 does not justify the use of the new DOL forms until OPM changes its underlying medical certification content regulations. It is unclear what the OPM means when it says that the WH-380 is set to expire. Maybe that means the the DOL has set some sort of expiration date. In any event, since the use of the WH-380 is permissive, not mandatory, the fact that DOL has set an expiration date is not controlling for OPM. Nor does it change the reality that OPM has not changed the underlying medical certification content regulations.
I also understand that OPM has opined that it intends to change its medical certification content regulations to conform with the DOL- which would permit the use of the new DOL forms. It is waiting, however, for the DOL to make some additional changes to the Title I FMLA regulations. OPM's intention to change the medical certification regulations is not, however, a legally valid justification to begin using the new forms now as if the regulation has been changed! The OPM's intention to change the Title II regulations at some unknown point in the future will not be a viable defense to a claim that use of the revised DOL certification forms violates Title II of the FMLA as it, in fact, exists. Agencies are bound by regulations that are in effect, not those that have been proposed, and certainly not those that are merely contemplated.
In addition to violating the content prescriptions of the effective Title II regulations, OPM's guidance places agencies in jeopardy of violating the Rehabilitation Act/ADA. The Rehab Act places restrictions on the medical information that an employer may require an employee to provide. Without the imprimatur of the FMLA, agencies that require Title II employee's to use the new DOL forms may well be found to have required medical information without sufficient business need, thereby violating the ADA/Rehabilitation Act.
Agencies would be better off continuing to use the WH-380 until OPM revises its current medical certification content regulations. Alternatively, agencies should have legal counsel review the new DOL forms against the existing OPMregulations (5 CFR 630.1207) to ensure compliance with the Title II medical certification content prescriptions. Agencies might consider modifying the new DOL forms to take out any questions that appear to exceed the scope of the existing Title II content prescriptions.
Agencies that blindly follow the OPM's advice and adopt the new DOL medical certification forms may be inviting an avalanche of grievances and disability discrimination claims. My advice: proceed with caution!
To perfect a request for FMLA leave Title II federal employees may be required to submit administratively acceptable medical certification. 5 CFR 630.1207(b).
In Phillips v. Dept. of Veterans Affairs, No. PH-0752-09-0163-I-1, 2009 MSPB LEXIS 4214 (July 16, 2009), the Board held that, even if the employee suffered from an FMLA-covered serious health condition, the VA did not violate the FMLA when it denied her leave for failure to timely submit a supporting medical certification requested by the agency.
Phillips requested FMLA leave on September 8, 2008. The Agency mailed Phillips the medical certification form shortly thereafter. Phillips claimed she did not get the form because she had been evicted from her residence and was living in her car. She did not, however, apprise the agency of the change in her address of record. She had the opportunity to do so in person on September 19, when she presented a doctor's note to the agency in person regarding a separate absence. Phillips did not provide the FMLA medical certification form to her doctor until October 27, some three weeks after issuance of her notice of proposed removal. Her physician submitted the completed form on October 29.
The MSPB AJ found that it was Phillips' responsibility to apprise the agency of how to contact her, and that it would be "patently unfair to fault the agency for the appellant's inability to maintain a valid address." The AJ also found it inconceivable that, if she did not have the medical certification that she would not have requested it in person on or before September 19. The Board found that "appellant did not conscientiously pursue or timely submit documentation in support of her FMLA request." As such, her charged absences were not protected by the FMLA.
Comment: When medical certification is requested, employees must make a good faith, diligent effort to timely provide certification in support of their request for FMLA leave. An employee who, under the circumstances, fails to act reasonably to timely secure such certification risks losing FMLA protections, even if they have an FMLA-covered serious health condition.
Jeremy Crown was diagnosed with Type I Diabetes in August 2006. Nissan, his employer, granted his request for 10 days of FMLA leave to cover the absence that led to the diagnosis. In October 2007, Crown was absent from work for three consecutive days. Crown claimed that the absences were related to his Diabetes. Pursuant to Nissan policy, he submitted a medical certification substantiating his request for FMLA leave to cover the absence. The health care provider who filled out the certification checked the box for an absence of more than three consecutive days. The health care provider did not check the box for a chronic condition. Nissan denied the request for FMLA leave because Crown was not incapacitated for more than three consecutive calendar days. Nissan also assessed Crown with 4 points for unexcused and excused absences. The four points put him over the company's attendance policy limit. Crown was terminated.
Crown sued alleging that his termination violated the FMLA. Crown argued that, notwithstanding the failure of the medical certification to substantiate his request for FMLA leave, Nissan should have granted him FMLA leave anyway. Crown reasoned that Nissan knew he had an FMLA-covered condition (Diabetes) since August 2006. It knew that the condition would continue for an indefinite period. As such, Nissan, Crown argued, should have known that this three-day absence in October 2007 resulted from a period of incapacity due to his chronic serious health condition because it was aware that he had this condition and was likewise aware that the condition had previously necessitated leave. Crown contended that he should not be penalized because of the lack of competence or familiarity of the health care provider who filled out the certification. The court disagreed.
By this argument, plaintiff is, in effect, contending that once an employer is on notice that an employee has a chronic health condition, the employer must thereafter assume that all medical absences from work are related to that condition. This position is directly contradicted by those provisions of the FMLA which permit the employer to require notice that leave is requested for a a qualifying reason and which authorize the employer to require the plaintiff to furnish certification for his health care provider that each period of absence is covered by the FMLA.
The court went on to observe that "[t]he FMLA does not require an employer to be 'clairvoyant.'" If an employee fails to provide its employer with the required notice, the employer can deny leave even if the employee has a serious health condition.
The court awarded summary judgment to Nissan.
Crown v. Nissan North American, Inc., No. 3:08CV418TSL-JCS, 2009 U.S. Dist. LEXIS 47633 (S.D. Miss. June 8, 2009).
Comment: To ensure FMLA coverage where an employee or covered family member has a previously established qualifying reason for FMLA leave, it is incumbent on the employee to link the present need for leave with the known qualifying reason. Courts will not assume such a connection, particular where, as in Crown, the connection is not substantiated in a supporting medical certification.
The DOL codified the linkage requirement in 29 CFR 825.303(b) of the modified regulations.
The case also teaches employees that they should review the medical certification before handing it in to ensure that it supports the request for leave. If it does not, or if the employee has any questions regarding the information on the form, the employee should take the matter up with the health care provider before submitting the documentation. The health care provider should make any corrections on the certification form. The employee should NOT modify the certification form.
The MSPB has applied Title I (DOL) employee notice requirements to Title II (OPM) FMLA requirements.
Tanum Smith worked as an instructional aide for Hope School, a residential facility for children with development disabilities. She suffered injuries as a result of two physical altercations with students. Thereafter, she became apprehensive about working with students. Her primary physician, Dr. Vasconcelles, provided a note restricting her to light duty and assignments that did not require her to be around Hope School residents. The School transferred Smith into a different department that did not work directly with students. As a result of a student approaching her in her new position, Smith left work citing fears for her safety. Smith was subsequent provided medical certification forms in the event she wanted FMLA leave to cover her absence. She provided the forms to Dr. Vasconcelles.
Smith picked up the FMLA paperwork from Vasconcelles' office. The paperwork supported her request for FMLA leave. After securing the FMLA paperwork, Smith altered the medical certification in several ways. She added to the the narrative description of her condition "plus previous depression." Vasconcelles nor any other doctor had diagnosed or treated Smith for depression. Smith also backdated for the FMLA form several days. She also filled out a separate "Attending Physician's Statement" in its entirety, listing diagnoses of muscle tension, chronic headaches, and depression."
Smith provided the form to Hope School. The School subsequently confirmed its suspicion that the form had been materially altered. The School denied Smith's request for FMLA leave and terminated her for incurring unexcused absences in violation of School policy. She was not fired for altering the FMLA form.
Smith sued alleging that her termination violated the FMLA. The district court awarded summary judgment to the School. The lower court found that Smith's alteration of the Vasconcelles' health care provider certification form invalidated her application for leave under the FMLA. As such, the School did not interfere with her FMLA rights or retaliate against her for asserting them. Smith appealed the decision.
The Seventh Circuit affirmed the award of summary judgment to the School. The court rejected Smith's argument that the School was bound to read the false conditions out of the certification before determining whether the true medical condition supported her request for FMLA leave. The court opined that Smith's proposed rule would "have the effect of encouraging applicants to dress up an application for leave by adding non-existent conditions." The court held that "where an employee adds to a medical care provider's certification form a condition that she has not been diagnosed with, without the knowledge or approval of her physician, an employer can deny her request for FMLA leave."
Comment: In the usual case, the employer fires the employee for dishonesty for submitting a false medical certification. Here, the School terminated Smith for taking leave to which she was not entitled, not falsification. The court found that by altering the FMLA medical certification Smith failed to provide an adequate medical certification in support of her request for FMLA leave. She did not establish that she had a serious health condition. As a result, her leave was both unprotected by the FMLA and unexcused.
The court also rejected Smith's argument that she did not intend to obtain leave by fraud but was merely trying to be thorough. According to the court, "[w]here multiple forms purporting to contain a physician's diagnosis were in fact altered or filed out completely by a patient who knew that the physician has made no such diagnosis, we concluded that Smith was presenting false certification paperwork and thus wa not entitled to FMLA leave."
The lesson for employee's: DO NOT EVER add or modify anything to the health care provider's information on the FMLA medical certification. If you do not think the information is complete bring it to the attention of the health care provider. Let them modify the form. If they refuse to modify the form, either live with it or get another health care provider.
In Sconfienza v. Verizon Pennsylvania, Inc., No. 07-2498, 2008 U.S. App. LEXIS 24740 (3d Cir. Dec. 5, 2005), company policy required an employee to submit a personal certification attesting that each absence was related to a previously approved need for intermittent FMLA leave. In so doing, the employee gained FMLA protections for absences that were personally certified. An employee who failed to submit such personal certification could be cited with a chargeable absence for purposes of discipline, even if the absence was, in fact, for the same FMLA-covered condition.
Sconfienza was pre-approved for intermittent FMLA leave due to migraines. She failed, however, to submit personal certifications for a number of absences, which resulted in her receiving discipline. Sconfienza sued, alleging that the discipline violated her FMLA rights. She sought to excuse her failure to submit personal certifications for the cited absences based on Verizon's failure to send the certification forms to the appropriate address. Verizon countered that, under company policy, Sconfienza was required to change her official address of record, and that she had repeatedly refused to do so.
The burden was on Sconfienza, the Third Circuit found, to ensure that she complied with Verizon's known personal certification leave procedures. Because she did not file the appropriate personal certifications, she was not entitled to FMLA leave.
Comment: To gain FMLA protections an employee must comply with their employer's known usual and customary leave reporting requirements. An employee who refuses to abide by those requirements, perhaps out of frustration, may inadvertently deprive themselves of FMLA protections. All employees might consider heeding a bit of wisdom from the collective bargaining world: obey now, grieve later.
Kim Barnes was an unhappy employee as a result of the reclassification of her position and policy changes by LaPorte County, her employer. She voiced her unhappiness and intent on transfering to another department. She also began missing work more frequently. At the end of a two-week vacation Barnes faxed in a note from her doctor excusing her from work for an additional two weeks. As requested, Barnes submitted a completed WH-380 in support of her leave request due to stress and insomnia. Suspecting fraud, the County sent Barnes a letter notifying her that she needed to obtain a second medical opinion and that a doctor's appointment had been scheduled on her behalf. Barnes did not attend the scheduled appointment because she felt it was unjustified. Instead, she submitted another note from a nurse requesting additional leave. The County terminated Barnes for "continued absence from work." Barnes sued alleging violation of the FMLA. The County moved for summary judgment.
Barnes argued that the County did not have the right to require her to submit to a second health care opinion to verify her request for FMLA leave. The second health care opinion provider process, Barnes argued, was limited to verifying the inital certification and not to secure additional medical information. The court disagreed.
The court found that, under the facts, the County had an honest suspicion that Barnes' application for FMLA leave was not legitimate to justify its request for additional certification by an independent medical examiner. The County noted the frequency and timing of Barnes' absences; Barnes' known frustration regarding the policy changes; Barnes' repeated statements to her supervisor of her intention to leave her position; Barnes' efforts to clean out her desk prior to taking an extended leave of absence; the fact that the initial certification was the result of a telephone consultation; and the curious timing of her vague leave requests, being faxed on the last day of Barnes' vacation.
The court went on to find that Barnes forfeited her FMLA protections by failing to attend the second opinion appointment to certify her leave.
Comment: The FMLA allows an employer who has reason to doubtt the validity of a medical certification initially provided by the employee to obtain a second opinion at the employer's expense. The circumstances where an employee may have a reason to doubt the validityof the initial medical certification offered by an employee were not specified in the statute or the regulations.
Instead, the employer should determine whether the provided information demonstrates that the diagnosed condition is a serious health condition within the meaning of the FMLA.
The court in Albert observed that the second opinion process "does not contemplate an adversarial investigation into a patient's symptoms and complaints." It also noted that the employer failed to identify any deficiency with the initial certification, and that it failed to support its suspicion regarding the objectivity of the initial health care provider.
Here, the Barnes decision reads a reason to doubt the validity more expansively than does the Albert court. As in Albert, the County did not identify any deficiency with the initial medical certification. Unlike Albert, the record suggests that Barnes' initial health care provider may have failed to follow generally accepted treatment practices by certifying the condition based on a telephone consultation rather than as a result of an in-person physical examination. Critically, the court in Barnes looked to all of the surrounding circumstances, not just the contents of the certification, to determine whether the employer had a reason to doubt the validity of the initial certification.
Note that the court had no problem with the employer setting the appointment for the second health care opinion.
In Knox v. Cessna Aircraft Co., Nos. 08-12827, 08-13046, 2008 U.S. App. LEXIS 24070 (11th Cir. Nov. 24, 2008), the Court affirmed the trial courts decision excluding as unduly confusing and prejudicial a medical certification and physician testimony that Knox required a three-week extension of FMLA leave due to back problems. The doctor admitted during depositions that he completed the certification based solely on representations made by Knox to his nursing assistant over the telephone. The doctor had previously released Knox to return to work after conducting medical tests, including a CT scan. The doctor conceded that he could not state "to a reasonable degree of medical certainty" that Knox had a "serious medical condition that required [Knox] to be absent from work." The Eleventh Circuit agreed that the doctor's testimony was not reliable because he did not have personal knowledge to certify that Knox had a serious health condition, particularly where Knox's self-diagnosis conflicted with the available medical evidence.
Comment: To be valid, a medical certification of an FMLA-covered serious health condition must be the product of a reasonable medical assessment, including tests and examination. A medical certification based on an employee's phoned-in self-serving self-diagnosis will not support an employee's request for FMLA leave.
An employee who alters a medical certification form without the permission of the health care provider is not entitled to FMLA leave, regardless of whether the unaltered form would have supported FMLA coverage. Such falsification is also independent grounds for disciplinary action.
In Smith v. The Hope School, No. 06-3244, 2008 U.S. Dist. LEXIS 29544 (C.D.Ill. April 10, 2008), the employee requested FMLA leave due to stress. In response to the School's request, Smith secured a medical certification from her physician. The doctor indicated that Smith suffered a serious health condition as a result of severe recurrent muscle tension headaches and neck and arm pain as a result of work-related trauma.
It is undisputed that Smith added the words "plus previous depression" to her doctor's description on the certification form. She did not consult with her physician before adding this information. Smith had never been diagnosed with depression. She faxed the form to her employer.
Believing that the medical certification had been altered, the School contacted Smith's doctor to check. The School did not obtain Smith's consent before checking on the authenticity of the certification. The School confirmed that the FMLA paperwork had been altered. The School next contacted a DOL representative, who advised that the School could deny Smith FMLA leave based on the alteration of the FMLA documentation. That is what the School did. The School subsequently terminated Smith for falsification of paperwork and failure to show up on three occasions.
Smith sued, alleging that the School improperly denied her FMLA leave and terminated her in retaliation for exercising her rights under the FMLA. The School moved for summary judgment seeking to dismiss Smith's FMLA lawsuit.
Based on a review of the case law, the court found that falsification of a certification is grounds for denial of leave regardless of whether the unaltered form would have supported the employee's FMLA leave request. The court also held that termination may be an appropriate response to the alteration of a certification form, even if the unaltered form would have supported leave.
The court found that the School violated the FMLA by contacting Smith's doctor directly without first obtaining Smith's consent, as required by 29 CFR 825.307. The violation, the court went on to find, was without a remedy because it did not interfere with, restrain or deny Smith's FMLA rights.
The court reasoned that the School would have denied the leave anyway whether Smith granted such permission or not. If permission was granted, the School would have received the same information it obtained through its unauthorized phone call: that the doctor did not certify that Smith previously suffered from depression. If Smith refused permission, the School would have denied her FMLA leave request.
The court also reasoned that the School did not base its FMLA denial on the fact that her doctor did not diagnose Smith with depression; it based its denial, in part, on its belief that she falsified the certification form.
Because she falsified her medical certification, Smith, the court found, did not engage in protected activity. As such, she could not make out a prima facie FMLA retaliation claim.
Comment: Courts have had very little sympathy for employee's who alter FMLA medical documentation. The better practice is for the employee or covered family member to request that the health care provider make any changes on the existing form, or issue a brand new certification, before it is submitted. At minimum, an employee should obtain the prior approval (preferably in writing) of his or her health care provider before submitting an altered FMLA medical certification.
Lisa McDougal submitted a medical certification in support of her request for FMLA leave due to nausea and pain in her abdomen and back. On the supporting WH-380 form, McDougal's doctor indicated that she suffered from a serious health condition involving incapacity of more than three days plus health care provider treatments. In the medical facts section of the form, the doctor noted that McDougal suffered from abdominal pain, vomiting and lumbar pain. The doctor also indicated that the McDougal was unable to perform work of any kind, the date the condition commenced, that the probable duration was unknown, and that the employee was subject to a regimen of continuing treatment under his supervision by prescription medication.
The employer provisionally approved FMLA leave. However, the employer noted that the certification was vague because it did not state the diagnosis with specific reasons for the incapacity. The certification also needed to provided a better idea of how long it could last. The employer provided a second certification to McDougal with instructions to have it completed by a specialist. McDougal never returned the second certification form. The employer subsequently terminated McDougal. McDougal sued alleging interference and retaliation in violation of the FMLA.
In awarding partial summary judgment to MacDougal, the court found that it was improper for the employer to ask for a diagnosis. The FMLA limits the information an employer is entitled to demand in a medical certification. A medical diagnosis is not, the court found, required.
The court also found that the employer did not have the right to require MacDougal to submit a second medical certification. The employee reviewing the form for the employer conceded during depositions that she needed clarification of the health care condition. By operation of DOL regulations (29 CFR 825.307), the court found that clarification assumes that the certification is complete. When clarification is sought, a health care provider representing the employer may, with the employee's consent, contact the employee's health care provider for clarification purposes. The employer did not do that in this case. The regulations do not permit an employer to require an employee to submit a completely new certification to clarify ambiguities in a complete certification.
Because it was improper for the employer to request the second medical certification, it was, according to the court, equally improper to terminate the employee for her failure to provide it.
Comment: With the exception of pregnancy, an employer is not entitled to a medical diagnosis naming the employee's serious health condition. An employer that insists on a medical diagnosis as part of the medical certification violates the FMLA.
Employers are only entitled to certain information in support of an employee's request for FMLA leave. Employers that condition the approval of FMLA leave on receipt of medical information that is not specifically permitted, like diagnosis, will run afoul of the law. To be safe, employers should use the DOL-approved WH-380 form, and determine FMLA leave requests based only on the information the form allows you to request.
The above is applicable to all federal employees.
It is not a violation of the FMLA for an employer to require an employee to support their request for paid sick leave with medical documentation even though the employer has separately requested that the employee provide medical certification for the same absence to determine if the leave is covered by the FMLA.
The issue was addressed in Carroll v. Potter, No. 3:05-CV-108-S, 2007 U.S. Dist. LEXIS 82737 (No. 7, 2007). The case involved Valaine Carroll, a Postal Service supervisor. Carroll left work early on November 18 after becoming ill. She called the Attendance Control Office the same day, and requested FMLA leave to run concurrent with paid sick leave. Carroll would eventually remain out of work for approximately 3 weeks. During her absence, the Attendance Control Office provided Carroll with the necessary FMLA paperwork requesting that she provide medical certification of her condition to the Office. Two days after the medical certification request by the Attendance Control Office, Carroll's supervisor requested that she provide "medical documentation supporting her absence." Carroll's request for FMLA leave was approved by the Postal Service FMLA Coordinator on December 2.
Carroll subsequently received a letter of warning for failing to complete a mail count the day before she went out on FMLA leave. She sued alleging, in pertinent part, that the Postal Service violated the FMLA when her supervisor requested medical documentation two days after the Attendance Control Office had requested FMLA medical certification for the same absence. Carroll alleged that this second request for medical documentation by her supervisor interfered with her FMLA rights. The court disagreed.
The court looked to the paid leave substitution requirements of 29 CFR 825.207(c). Pursuant to those requirements, paid leave may be substituted for unpaid FMLA leave "to the extent the circumstances meet the employer's usual requirements for the use of sick/medical leave." Under Postal Service policy, supervisors are responsible for approving sick leave and have the discretion to require employees to provide medical documentation of absences. Because Carroll requested paid sick leave for her absence, and Postal Service policy permitted her supervisor to require medical documentation as a condition or approving paid sick leave, the court found that the supervisor's separate request for medical documentation did not interfere her FMLA rights.
Comment: The decision demonstrates that where paid leave runs concurrent with unpaid FMLA leave an employer may require an employee to meet the procedural requirements for both paid leave and the FMLA in order to receive the benefits of both without running afoul of the law.
Keep in mind, though, that if Carroll had failed to provide the medical documentation to her supervisor but did provide the medical certification to the Attendance Control Office, all things being equal, she would be entitled to FMLA leave but not paid sick leave. That is, an employee's failure to meet the procedural requirements for paid leave permits the employer to deny the employee paid leave only. To deny FMLA leave the employer must separately determine that the employee has failed to meet the FMLA's procedural requirements. Employer's frequently run afoul of the FMLA by denying the employee both paid and FMLA leave where an employee fails to meet the requirements for paid sick leave.
Finally, I observe that Carroll may have had a better argument had she alleged that the Postal Service interfered with her FMLA rights by requiring that she provide FMLA medical certification. While the FMLA permits an employer to require the employee to abide by the procedural requirements for paid leave, it also provides that, if the paid leave certification requirements are less onerous than the FMLA certification requirements, an employer may only impose the less strict paid leave requirements. 29 CFR 825.207(h).
It is often the case that employer paid leave policies allow an employee to provide very general information (e.g., a doctor's note) as support for an employee's request for sick leave. If that is the case, an employer would not be able to require an employee to submit the type of detailed medical certification permitted by the FMLA where paid leave runs concurrent with FMLA leave. Rather, the employer would be limited to the far less detailed medical information permitted for paid sick leave. Because of this fact, employer's need to take a hard look at their paid leave policies and medical documentation to ensure that, where paid leave is substituted, the employer still is entitled to receive sufficient medical information to manage the employee's leave usage.
In Carroll, because the point was not argued we don't know that the Postal Service's paid sick leave policy is less stringent in terms of medical certification than is the FMLA. Even assuming that the Postal Service's paid leave policy required less medical information than is permitted by the FMLA, because her FMLA leave was approved Carroll would not have been able to establish damages as a result of any technical violation by the Service. As a result, the case would have been dismissed anyway.
FEDERAL SECTOR APPLICATION: Because all federal sector variants of the FMLA recognize that an employee must meet the requirements of paid leave in order to substitute paid leave for unpaid FMLA leave, the Carroll decision should serve as persuasive authority on the issue.

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