FMLA Doc can see into the future...

Still Need Coffee

I just received a physician's FMLA certification on one of our employees. This physician has stated that employee must be exempted from all hours over 40 for June, July, August, and September.....

Doc can see into the future? I don't get it. How does he know that the employee won't be "better" in one month? The rest of the certification is in order, and we aren't disputing that the situation should be classified as FMLA, it's just the future wording that I question.

Any ideas on how to proceed? My current plan is to ask for re-certification every 30 days per FMLA regulations. Any other ideas, oh wise ones?

NaeNae55

I can only add that you should send the job description too. The physician may not have a clear idea of what the employee will actually be doing. If the physician is clear, and still says June - Sepetmber, then I don't see what else you can do about it.

Still Need Coffee

Thanks, Nae - the job description was included, so I guess I'm out of options!