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Orange County Personnel Rules and Regulations Effective Date: May 17, 2010 15 <br />ii. If leave requested is for an intermittent period or a reduced <br />schedule, then an estimate of the frequency and duration of the <br />qualifying exigency; and <br />C. If the qualifying exigency involves meeting with a third party, appropriate <br />contact information for the individual or entity with whom the employee is <br />meeting (such as the name, title, organization, address, telephone number, <br />fax number, and e -mail address) and a brief description of the purpose of <br />the meeting. <br />d. An employee may use DOL Form WH -384, which meets the FML's <br />certification requirements for qualifying exigencies. This form permits the <br />employee to famish appropriate information to support his or her request <br />for leave because of a qualifying exigency. Form W11-384, or another <br />form containing the same basic information, may be used; however, no <br />information will be required beyond that information specified in Form <br />WH -384. littp://www.dol.gov/whd/fonns/WH-384.pd <br />e. Verification. The County may contact the individual or entity with whom <br />the employee is meeting for purposes of verifying a meeting or <br />appointment schedule and the nature of the meeting between the employee <br />and the specified individual or entity. The County also may contact an <br />appropriate unit of the Department of Defense to request verification that a <br />covered military member is on active duty or call to active duty status; no <br />additional information may be requested and the employee's permission is <br />not required. <br />16. Intent to Return to Work. The County may require an employee on FML to <br />report periodically on the employee's status and intent to return to work. <br />a. If an employee gives unequivocal notice of intent not to return to work, <br />the County's obligations under FML to maintain health benefits (subject to <br />COBRA requirements) and to restore the employee cease. However, these <br />obligations continue if an employee indicates he or she may be unable to <br />return to work but expresses a continuing desire to do so. <br />b. An employee may not be required to take more FML than necessary to <br />resolve the circumstance that precipitated the need for leave. An <br />employee may take more leave than originally anticipated or may because <br />of a change in circumstances take less leave than originally anticipated. <br />C. An employee shall provide reasonable notice of their intent not to return to <br />work and to provide reasonable notice (i.e., within two business days) of <br />the changed circumstances where foreseeable. In addition, the County <br />may obtain information on such changed circumstances through requested <br />status reports; however, this does not negate the employee's responsibility <br />to provide notice to the County. <br />Issue Date: May 17, 2010 Page 12 <br />