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Orange County Personnel Rules and Regulations Effective Date: May 17, 2010 1 <br />11. Employee Responsibilities to Provide Notice. It is the employee's responsibility <br />to provide notice to the supervisor of the intention to take FML unless the FML is <br />unforeseeable or medical emergency. The notice must follow the County's usual <br />and customary call -in procedures for reporting an absence. The employee must <br />explain the reasons for the needed leave in order to allow the County to determine <br />whether the leave qualifies as FML. <br />a. If the need for leave is foreseeable, as in the case of planned medical <br />treatment, birth, adoption or foster care, the employee shall give not less <br />than a 30 -day notice, in writing. If the date of the birth or adoption <br />requires leave to begin in less than 30 days, the employee shall provide <br />such notice as is practicable, which means within one or two business days <br />of when the need for leave becomes known to the employee. For planned <br />medical treatment, the employee shall make a reasonable effort to <br />schedule the treatment so as not to disrupt unduly the operations of the <br />department. <br />b. For leave due to Active Duty of Family Member, the employee shall <br />provide such notice as is reasonable and practicable. <br />C. If the employee will not return to work after the period of leave, the <br />employee's supervisor shall be notified in writing. Failure to report at the <br />expiration of the leave, unless an extension has been requested and <br />approved, may be considered as a resignation. <br />12. Certification <br />a. Certification Requirements. Human Resources shall request the employee <br />provide medical certification will be requested within five business days <br />after the employee provides notice of the need for FML or if leave is <br />unforeseeable five days after the leave has commenced. The employee <br />shall provide a copy of the health care provider's certification within the <br />time frame requested by the County, but no more than 15 calendar days <br />after requested, unless it is not practicable under the particular <br />circumstances to do so despite the employee's diligent, good faith efforts. <br />If the employee does not provide medical certification, any leave taken is <br />not protected by FML. <br />b. Validity of Certification. If an employee submits a complete certification <br />signed by the health care provider, the Human Resource Department may <br />not request additional information; however, a health care provider, <br />human resource professional, or a management official representing the <br />County may contact the employee's health care provider, with the <br />employee's permission, for purposes of clarification and authenticity of <br />the medical certification. However, in no case, shall the employee's direct <br />supervisor contact the employee's health care provider. <br />i. If the County deems a medical certification to be incomplete or <br />insufficient, the County must specify in writing what information <br />Issue Date: May 17, 2010 Page 8 <br />