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Don’t count on second opinion as an excuse to reject FMLA leave

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in Discrimination and Harassment,FMLA Guidelines

The FMLA lets employees take up to 12 weeks off for their own serious health condition. It is up to the employer to request a certification from the employee’s health care provider.

If the employee gets a certification showing he has a serious health condition, you can request a second, independent assessment. But if the second opinion says the condition isn’t serious, that’s not the final word.

FMLA regulations require a third opinion as the tie-breaker.

Recent case: Mary Harnan began suffering from severe headaches after her supervisor began criticizing her and after she complained about sex discrimination. Harnan got her doctor to certify that the headaches created a serious health condition requiring FMLA leave.

Her supervisor sent Harnan to another doctor, who declared her fit to work without restrictions. That’s when the supervisor ordered Harnan back to work. She returned, but was fired shortly after.

Harnan sued, alleging interference with her right to FMLA leave.

The court agreed that demanding that she return to work was interference. It declared that the employer should have demanded a third, bind­ing examination. (Harnan v. Uni­ver­sity of St. Thomas, No. 10-554, DC MN, 2011)

Final note: Remember that you must pay for the second and third eval­u­ation. The medical provider doing the assessment cannot be connected to your organization. You and the em­ployee should jointly agree on the health care provider who will conduct the third assessment.

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