Common use of Notice and Certification Clause in Contracts

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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.

Notice and Certification. 13.15.5.1 12.8.4.1 Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees 12.8.4.1.1 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 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 12.8.4.1.2 At the District’s expense, the District may may, if it doubts the validity of the certification provided by the employee, 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. 13.15.5.112.8.4.1.2.1 The health care provider designated by the District shall not be employed on a regular basis by the District. 12.8.4.1.2.2 If the second opinion differs from the opinion in the original certification, the District may require, at the District’s expense, that the unit member obtain the opinion of a third health care provider, jointly approved by the District and the unit member. 3When The opinion of the third health care provider shall be final and binding on the District and unit member. 12.8.4.1.3 When leave is for planned medical treatment, an employee must try make a reasonable effort to schedule treatment so as not to unduly disrupt minimize disruptions to the District’s operation. Employees are to contact their manager immediate supervisor 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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.

Notice and Certification. 13.15.5.1 (a) Bonding, Family Care, Serious Health Condition LeaveCondition, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees may be Requirements Employees are 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 (and 5) . periodic reports during the leave. Certification forms are available from the Human Resources Department. 13.15.5.1. 2At At the District’s expense, the District may also require a second or third medical opinion regarding the an employee’s own serious health condition or the serious health condition of an employee’s 's family member for Fed-FMLA purposes if the District has reason to doubt the validity of a medical certification 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 When 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 An employee must contact their his/her manager or and the Vice President, 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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.

Notice and Certification. 13.15.5.1 9.9.8.1 Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees 9.9.8.1.1 Unit members may be required to provide: (1) thirty (30)-day advance notice when the need for the leave is foreseeable, 30 days advance notice or ; (2) such notice as is both possible and practical if the leave must begin in less than 30 thirty (30) days (normally this would be the same day the employee unit member becomes aware of the need for leave or the next business day); (23) 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; (34) when the leave relates to medical issues, a completed Certification of Health-Care Provider form within 15 fifteen (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-Health- Care Provider form); (45) periodic recertification (but only to the extent permitted by applicable law, generally not under CFRA); and (56) periodic reports during the leave. Certification forms are available from the Human Resources Department. 13.15.5.1. 2At 9.9.8.1.2 The written notice must inform the District the reasons for the leave, the anticipated start of the leave, and the anticipated duration of the leave. 9.9.8.1.3 At the District’s expense, the District may also require a second or third medical opinion opinion. For the third medical opinion, it must be a health care provider jointly agreed upon by the District and unit member, regarding the employeean unit member’s own serious health condition or the serious health condition of an employeethe unit member’s family member for Fed-FMLA purposes and, and for CFRA purposes, the employee's unit member’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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.”

Notice and Certification. 13.15.5.1 (1) Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees (a) 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 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)recertification; and (5) periodic reports during the leave. Certification forms are available from the Human Resources Department. 13.15.5.1. 2At (b) At 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 the 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 Districtmember. 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 (c) When 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 Please contact their your manager or Human Resources prior to scheduling planned medical treatment. 13.15.5.1. 4Recertifications (d) Recertifications 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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: : (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition . (2) Military Emergency Leave Employees seeking to use Military Emergency Leave are required to provide: (1) the requirement listed above, a recertification District with as much notice of the need for leave as is reasonable and practicable under the CFRA may be requested circumstances; and (2) a copy of the covered military member's active duty orders when the employee requests leave and/or documentation (such as Rest and Recuperation leave orders) issued by the District at military setting forth the expiration dates of the time period military member’s leave; and (3) a completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual circumstances exist to justify providing the form at a later date. Certification forms are available from the Human Resources Department (3) Failure to Provide Certification and to Return from Leave Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a delay or denial of the original certification for time off for the employee's own serious health conditionleave.

Notice and Certification. 13.15.5.1 12.9.5.1 Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees 12.9.5.1.1 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 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)recertification; and (5) periodic reports during the leave. Certification forms are available from the Human Resources Department. 13.15.5.1. 2At 12.9.5.1.2 At 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 the 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 Districtmember. 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 12.9.5.1.3 When 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 Please contact their your 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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.

Notice and Certification. 13.15.5.1 1. Bonding, Family Care, Serious Health Condition LeaveCondition, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees may be required to provide: (1) when a. 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 ; b. When the need for leave is not foreseeable, notice within the time prescribed by the DistrictRegional Center’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) ; c. 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) ; d. periodic recertification (but only to the extent permitted by applicable law, generally not under CFRAupon request); and (5) and e. periodic reports during the leave. The Regional Center shall respond to an employee’s leave request as soon as practicable and in any event no later than five business days after receiving the employee’s request. Under all circumstances, it is the Regional Center’s responsibility to designate leave, paid or unpaid, as CFRA or CFRA/Fed-FMLA qualifying, based on information provided by the employee. Certification forms are available from the Human Resources Department. 13.15.5.1. 2At At the DistrictRegional Center’s expense, the District Regional Center may also require a second or third medical opinion regarding the an employee’s own serious health condition or the serious health condition of an the employee’s family member for Fed-FMLA purposes andpurposes, and for CFRA purposes, the employee's ’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 limited cases, consistent with applicable law, the District Regional Center may require a second or third opinion regarding the injury or illness of a “Covered Servicemember.” Employees are expected to cooperate with the District Regional Center in obtaining additional medical opinions that the District Regional Center may require. 13.15.5.1. 3When When leave is for planned medical treatment, an employee must try make reasonable efforts to schedule the treatment so as not to unduly disrupt the DistrictRegional Center’s operation. Employees are expected 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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.

Notice and Certification. 13.15.5.1 (1) Bonding, Family Care, Serious Health Condition Leave, and Military Caregiver Leave Requirements 13.15.5.1. 1Employees (a) 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 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 (b) At the District’s expense, the District may also require a second or third medical opinion regarding the employee’s own serious health condition for CFRA purposes and for Fed-FMLA purposes, the employee’s own serious health condition or the serious health condition of an the 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 Districtmember. 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 (c) When 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 Please contact their your manager or Human Resources prior to scheduling planned medical treatment. 13.15.5.1. 4Recertifications (d) Recertifications After Grant of Leave In addition to the requirements listed above, if an employee’s Fed-Fed- FMLA Leave is certified, the District may later require medical recertification in connection with an absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition. (2) Military Emergency Leave Employees seeking to use Military Emergency Leave are required to provide: (1) the District with as much notice of the need for leave as is reasonable and practicable under the circumstances; and (2) a copy of the covered military member's active duty orders when the employee requests leave and/or documentation (such as Rest and Recuperation leave orders) issued by the military setting forth the dates of the military member’s leave; and (3) a completed Certification of Qualifying Exigency form within 15 calendar days, unless unusual circumstances exist to justify providing the form at a later date. Certification forms are available from the Human Resources Department (3) Failure to Provide Certification and to Return from Leave Absent unusual circumstances, failure to comply with these notice and certification requirements may result in a delay or denial of the leave.

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 absence that an employee report as qualifying for Fed-FMLA Leave. For example, the District may request recertification if: (1) the employee requests an extension of leave; (2) the circumstances of the employee’s condition as described by the previous certification change significantly, e.g., an employee’s absences deviate from the duration or frequency set forth in the previous certification; the employee’s condition becomes more severe than indicated in the original certification; the employee encounters complications; or (3) the District receives information that casts doubt upon the employee’s stated reason for the absence. In addition, the District may request recertification in connection with an absence after six months have passed since an employee’s original certification, regardless of the estimated duration of the serious health condition necessitating the need for leave. Any recertification requested by the District shall be at the employee’s expense. In addition to the requirement listed above, a recertification under the CFRA may be requested by the District at the expiration of the time period in the original certification for time off for the employee's own serious health condition.