General Rule

The University typically requires a certification form for FMLA absences related to the employee's own serious health condition, to care for a family member with a serious health condition, or for military caregiver leave. When needed to confirm that an employee whose FMLA leave was occasioned by the employee’s own serious health condition is able to return to work and/or perform essential functions of the employee’s job, the University will require the employee to present certification from the employee’s health care provider that the employee is able to resume work. This fitness-for-duty certification should relate only to the particular health condition that caused the employee’s need for FMLA leave. The first time an employee requests For FMLA leave absences related to military qualifying exigency leave, the employee must complete the certification and provide a copy of the military member's active duty orders or other documentation issued by the military which indicates that the military member is on covered active duty or call to covered active duty status, and the dates of the military member’s covered active duty service will be required.

All certifications should be submitted to the appropriate University contact. For information regarding the appropriate contact(s) in a particular college, campus, or administrative area please consult the Human Resources Strategic Partner.

Authentication and Clarification of Certification

When permitted by law, the appropriate University contact(s) may take steps to authenticate and/or obtain clarification of a certification.

When permitted by law, the University may require, at its own expense that the employee obtain the opinion of a second healthcare provider designated by the University (but not employed by the University). If the second opinion conflicts with that of the employee's healthcare provider, the University may require, at its own expense, that the employee obtain the opinion of a third healthcare provider designated jointly by the University and the employee. The opinion of the third healthcare provider shall be final and binding.


When permitted by law, requests for recertification may be made on a reasonable basis.

NOTE: The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we are asking that employees and health care providers not provide any genetic information when responding to this request for medical information. 'Genetic Information' as defined by GINA includes an individual's family medical history, the results of an individual's or family member's genetic tests, the fact that an individual or an individual's family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual's family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.