Notice and Certification Sample Clauses
The Notice and Certification clause establishes the requirements for formally notifying parties and providing official confirmations or attestations within an agreement. Typically, it outlines how notices must be delivered—such as by mail, email, or other specified means—and may require that certain actions or facts be certified in writing by an authorized representative. This clause ensures that all parties are properly informed of important developments and that key statements or obligations are formally acknowledged, thereby reducing misunderstandings and providing a clear record of communications and certifications.
Notice and Certification. 13.15.5.1 Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements
13.15.5.1. 1Employees may be required to provide: (1) when the need for the leave is foreseeable, 30 days advance notice or such notice as is both possible and practical if the leave must begin in less than 30 days (normally this would be the same day the employee becomes aware of the need for leave or the next business day); (2) when the need for leave is not foreseeable, notice within the time prescribed by the District’s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical; (3) when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care Provider form); (4) periodic recertification (but only to the extent permitted by applicable law, generally not under CFRA); and (5) periodic reports during the leave. Certification forms are available from the Human Resources Department.
13.15.5.1. 2At the District’s expense, the District may also require a second or third medical opinion regarding the employee’s own serious health condition or the serious health condition of an employee’s family member for Fed-FMLA purposes and, for CFRA purposes, the employee's own serious health condition. The District may require a third opinion if the second opinion differs from the original certification and the third opinion shall be provided by a health care provider designated or jointly approved by both the employee and District. In some cases, the District may require a second or third opinion regarding the injury or illness of a “Covered Servicemember.” Employees are expected to cooperate with the District in obtaining additional medical opinions that the District may require.
13.15.5.1. 3When leave is for planned medical treatment, an employee must try to schedule treatment so as not to unduly disrupt the District’s operation. Employees are to contact their manager or Human Resources prior to scheduling planned medical treatment.
13.15.5.1. 4Recertifications After Grant of Leave In addition to the requirements listed above, if an employee’s Fed-FMLA Leave is certified, the District may later require medical recertification in connection with an absen...
Notice and Certification a. The Resident shall give the University notice at least thirty (30) calendar days in advance of the leave's anticipated start date if the need for leave is foreseeable. If the need for leave is not foreseeable, the Resident shall give the University notice as soon as practicable.
b. Requests for FML must be made in accordance with the [UC Location’s] established procedures.
c. As permitted by law, the University may require that the Resident’s request for FML be supported by a written certification by the Resident’s healthcare provider (when for the Resident’s serious health condition) or the family member’s healthcare provider (when for the family member’s serious health condition). Failure to provide a required certification may result in delay of the leave until the required certification is received.
Notice and Certification. Any Benchmark Replacement Conforming Changes determined under this Condition 3(b)(ix) shall be notified promptly by the Issuer to the Agent, the Calculation Agent (if applicable) and, in accordance with Condition 12 (Notices), the Noteholders. Such notice shall be irrevocable and shall specify the effective date of such Benchmark Replacement Conforming Changes.
Notice and Certification. 8.14.4.1 Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements
8.14.4.1.1 Unit members may be required to provide: (1) 30-day advance notice when the need for the leave is foreseeable; (2) such notice as is both possible and practical if the leave must begin in less than 30 days (normally this would be the same day the unit member becomes aware of the need for leave or the next business day); (3) when the need for leave is not foreseeable, notice within the time prescribed by the County Office’s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical; (4) when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care Provider form); (5) periodic recertification (but only to the extent permitted by applicable law, generally not under CFRA); and (6) periodic reports during the leave.
8.14.4.1.2 At the County Office’s expense, the County Office may also require a second or third medical opinion (for the third medical opinion, it must be a health care provider jointly agreed upon by the County Office and unit member, regarding a unit member’s own serious health condition or the serious health condition of the unit member’s family member for Fed- FMLA purposes and for CFRA purposes, the unit member’s own serious health condition. In some cases, the County Office may require a second or third opinion regarding the injury or illness of a “Covered Servicemember.” Unit members are expected to cooperate with the County Office in obtaining additional medical opinions that the County Office may require.
8.14.4.1.3 When leave is for planned medical treatment, a unit member must try to schedule treatment so as not to unduly disrupt the County Office’s operation. Unit members are to contact Human Resources prior to scheduling planned medical treatment.
Notice and Certification. Each of the above required policies shall contain a provision whereby the insurance carrier shall notify Georgia Power at least thirty (30) Days prior to the effective date of cancellation, non-renewal or material change in any of said policies. Generator shall submit to Georgia Power a Certificate, signed by an authorized representative of the insurance carrier, listing the policies, coverage and limits and certifying that the said policies shall be in effect for the time periods stated in the Certificate. The obligations for Generator to procure and maintain insurance shall not be construed to waive or restrict other obligations.
Notice and Certification. (1) In cases where the necessity of leave is foreseeable based on an expected birth or placement of a child, the Employee shall provide the School District with not less than 30 days’ notice before the date the leave is to begin, except that, if the date of the birth or placement requires leave to begin in less than 30 days, the Employee shall provide such notice as is practicable.
(2) In cases where the necessity of medical leave is based on planned medical treatment, the Employee shall make a reasonable effort not to unduly disrupt the operations of the School District. Furthermore, the Employee shall provide the School District with not less than 30 days’ notice before the date the leave is to begin, except that if the date of treatment requires leave to begin in less than 30 days, the Employee shall provide such notice as is practicable.
(3) An Employee requesting leave pursuant to Paragraphs (2)(a)(iii) and (2)(a)(iv) of this Article may be required to present to his/her supervisor a written statement by his/her health care provider as to the date the medical condition commenced, the duration, the necessity for the leave, and the Employee’s inability to perform his/her job functions (if applicable). In the case of intermittent leave for planned medical treatment, the certification should additionally provide the schedule for treatment and a statement of the medical necessity for an intermittent or reduced schedule leave.
(4) The School District need not assume that an Employee’s statement or his/her physician’s statement establishes medical need conclusively, but may require a review and examination by a physician selected by the School District at School District expense. In the event the two opinions do not coincide, then the Employee and the School District shall mutually agree upon the opinion of an impartial third physician, at the School District’s expense.
(5) In cases where the necessity for leave under subsection 3.06(A)(2)(a)(v) above is foreseeable, the Employee shall provide the School District with such notice as is reasonable and practicable. The School District may require that the Employee provide a certification of a qualifying exigency, including the servicemember’s active duty status. Certification of leave taken for a qualifying exigency must be in accordance with 29 C.F.R. § 825.309.
(6) If the Employee requests leave, as a spouse, son, daughter, parent or next of kin to a servicemember in the Armed Forces under subparagraph 3.06(...
Notice and Certification. When leave is reasonably foreseeable, the Employee must provide thirty (30) days advance notice of the leave to his/her supervisor. The Employer may require the Employee to furnish medical certification of the illness, disability or injury, which must also state the expected duration of the leave. Forms for such certification are available from the Human Resources Director or online at www. ▇▇▇.▇▇▇/▇▇▇/▇▇▇/▇▇▇▇. If there is reason to doubt the validity of the certification, Head Start may, at its own expense, require the Employee or family member to obtain from a doctor of Head Start’s choice a second medical certification. However, the second medical certification shall be within a reasonable distance of the family member’s residence and will not create an undue hardship. If a conflict arises, the Employer may require a third opinion, which will be a doctor chosen by the first two doctors. The Employer shall pay the cost of the third opinion. The third opinion shall be final and binding. If the Employer determines a medical certification to be insufficient, the Employer will specify in writing what information is lacking and give the Employee at least seven (7) days to cure the deficiency. If an Employee does not cure a deficient certification, a management official or human resources professional (not the Employee’s immediate supervisor) may directly contact an Employee’s health care provider for authentication or clarification. If the Employee does not give the Employer permission to contact his/her health care provider, and the Employee does not otherwise clarify the certification, the Employer may deny the FMLA request. The Employer may also require that an Employee obtain subsequent re- certification every six (6) months. The Employer may require recertification on a monthly basis under circumstances as set forth in the Act.
Notice and Certification. 27 SECTION 14: FORCE MAJEURE........................................................................................27
Notice and Certification. Employees seeking to use FMLA leave are required to provide thirty (30) day advance notice of the need to take FMLA when the need is foreseeable and such notice is practicable. Employees must provide sufficient information for the College reasonable to determine whether FMLA may apply to the leave request.
Notice and Certification. 8.10.5.1 Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements
8.10.5.1.1 Employees may be required to provide: (1) when the need for the leave is foreseeable, 30 days advance notice or such notice as is both possible and practical if the leave must begin in less than 30 days (normally this would be the same day the employee becomes aware of the need for leave or the next business day); (2) when the need for leave is not foreseeable, notice within the time prescribed by the County Office’s normal absence reporting policy, unless unusual circumstances prevent compliance, in which case notice is required as soon as is otherwise possible and practical; (3) when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 calendar days (for Military Caregiver Leave, an invitational travel order or invitational travel authorization may be submitted in lieu of a Certification of Health-Care Provider form);