Source: https://it.scribd.com/document/189175737/WH-380-E
Timestamp: 2020-08-11 08:20:10
Document Index: 28175389

Matched Legal Cases: ['§ 825', '§ 1630', '§ 2613', '§ 825', '§ 825', '§ 2616', '§ 825']

WH-380-E | Family And Medical Leave Act Of 1993 | Employment
SalvaSalva WH-380-E per dopo
rajpal proforma
2524_178848094059_20170911_0000326709
Std Workflow
Department of Labor: safepatient ltr2stakeholders
Form-6-new
documentation-180113201232.pdf
Certification of Health Care Provider for Employee’s Serious Health Condition (Family and Medical Leave Act)
OMB Control Number: 1235-0003 Expires: 2/28/2015
INSTRUCTIONS to the EMPLOYER: The Family and Medical Leave Act (FMLA) provides that an employer may require an employee seeking FMLA protections because of a need for leave due to a serious health condition to submit a medical certification issued by the employee’s health care provider. Please complete Section I before giving this form to your employee. Your response is voluntary. While you are not required to use this form, you may not ask the employee to provide more information than allowed under the FMLA regulations, 29 C.F.R. §§ 825.306-825.308. Employers must generally maintain records and documents relating to medical certifications, recertifications, or medical histories of employees created for FMLA purposes as confidential medical records in separate files/records from the usual personnel files and in accordance with 29 C.F.R. § 1630.14(c)(1), if the Americans with Disabilities Act applies.
Employee’s job title:
Employee’s essential job functions:
Check if job description is attached:
INSTRUCTIONS to the EMPLOYEE: Please complete Section II before giving this form to your medical provider. The FMLA permits an employer to require that you submit a timely, complete, and sufficient medical certification to support a request for FMLA leave due to your own serious health condition. If requested by your employer, your response is required to obtain or retain the benefit of FMLA protections. 29 U.S.C. §§ 2613, 2614(c)(3). Failure to provide a complete and sufficient medical certification may result in a denial of your FMLA request. 20 C.F.R. § 825.313. Your employer must give you at least 15 calendar days to return this form. 29 C.F.R. § 825.305(b).
INSTRUCTIONS to the HEALTH CARE PROVIDER: Your patient has requested leave under the FMLA. Answer, fully and completely, all applicable parts. Several questions seek a response as to the frequency or duration of a condition, treatment, etc. Your answer should be your best estimate based upon your medical knowledge, experience, and examination of the patient. Be as specific as you can; terms such as “lifetime,” “unknown,” or “indeterminate” may not be sufficient to determine FMLA coverage. Limit your responses to the condition for which the employee is seeking leave. Please be sure to sign the form on the last page.
Provider’s name and business address:
Type of practice / Medical specialty:
Approximate date condition commenced:
Mark below as applicable:
If so, dates of admission:
Was medication, other than over-the-counter medication, prescribed?
Is the medical condition pregnancy?
Use the information provided by the employer in Section I to answer this question. If the employer fails to provide a list of the employee’s essential functions or a job description, answer these questions based upon the employee’s own description of his/her job functions.
Is the employee unable to perform any of his/her job functions due to the condition:
If so, identify the job functions the employee is unable to perform:
Describe other relevant medical facts, if any, related to the condition for which the employee seeks leave (such medical facts may include symptoms, diagnosis, or any regimen of continuing treatment such as the use of specialized equipment):
Form WH-380-E Revised January 2009
Will the employee be incapacitated for a single continuous period of time due to his/her medical condition,
including any time for treatment and recovery?
If so, estimate the beginning and ending dates for the period of incapacity:
Will the employee need to attend follow-up treatment appointments or work part-time or on a reduced
schedule because of the employee’s medical condition?
If so, are the treatments or the reduced number of hours of work medically necessary?
Estimate the part-time or reduced work schedule the employee needs, if any:
days per week from
Will the condition cause episodic flare-ups periodically preventing the employee from performing his/her job
Is it medically necessary for the employee to be absent from work during the flare-ups?
Yes . If so, explain:
day(s) per episode
ADDITIONAL INFORMATION: IDENTIFY QUESTION NUMBER WITH YOUR ADDITIONAL
PAPERWORK REDUCTION ACT NOTICE AND PUBLIC BURDEN STATEMENT If submitted, it is mandatory for employers to retain a copy of this disclosure in their records for three years. 29 U.S.C. § 2616; 29 C.F.R. § 825.500. Persons are not required to respond to this collection of information unless it displays a currently valid OMB control number. The Department of Labor estimates that it will take an average of 20 minutes for respondents to complete this collection of information, including the time for reviewing instructions, searching existing data sources, gathering and maintaining the data needed, and completing and reviewing the collection of information. If you have any comments regarding this burden estimate or any other aspect of this collection information, including suggestions for reducing this burden, send them to the Administrator, Wage and Hour Division, U.S. Department of Labor, Room S-3502, 200 Constitution Ave., NW, Washington, DC
20210. DO NOT SEND COMPLETED FORM TO THE DEPARTMENT OF LABOR; RETURN TO THE PATIENT.
Legge sulla famiglia e il congedo medico del 1993
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