A. For childbirth, adoption or foster care placement, all absences shall be considered to be Federal FMLA leave. The 30-day advance notification may be waived if the birth is premature; or the employee takes custody of the newly adopted or placed foster child at an unanticipated time and is unable to give 30 days advance notice; or the Appointing Authority, employee's supervisor and employee agree to lesser notice.

B. In an emergency situation, the advance notice is waived provided employees must schedule leave so as not to unduly disrupt operations, whenever possible.

C. Periodic reports, including updated physician certification regarding the employee or family member's status and intent to return to work, may be required as deemed necessary by the Appointing Authority and in accordance with law.

D. Medical Certification Required. Each employee requesting Federal FMLA, except for childbirth, adoption or placement of a foster child shall provide a certification of the attending physician or medical practitioner on the Pierce County Certification of Physician or Practitioner or other approved form. Employees do not have to share a medical diagnosis. Submission of the medical certification should be made at the time of application but in emergency or unforeseen circumstances shall be submitted not later than 15 calendar days after application is made. Failure to provide the medical certification within the required 15 days after application, or when the leave was foreseeable, may be cause to deny Federal FMLA until such time as an acceptable medical certificate is provided or obtained. The medical certification must certify a serious health condition which requires inpatient care in a hospital, hospice or residential medical care facility or which requires continuing treatment, as defined by Federal FMLA, by a health care provider.

E. If the validity of the medical condition is disputed or unclear, the County may require the employee to obtain a second opinion by a provider of the County's choice and at the County's expense. In the event of a dispute between the two providers, the County may require the opinion of a third provider selected in accordance with Federal FMLA as appropriate. The cost of the third opinion shall be borne by the County. The opinion of the third provider shall be binding.

F. All requests for Federal FMLA require the approval of both the employee's department director and the Human Resources Director. However, nothing shall derogate from the County's authority under the Federal FMLA to determine and designate any period of qualifying leave to be family leave in which case the Human Resources Director shall so notify the employee in writing.