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This document is a certification form used by employees to request medical leave under the Family and Medical Leave Act (FMLA) or California Family Rights Act (CFRA) for caring for a family member.
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How to fill out certification of health care

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How to fill out CERTIFICATION OF HEALTH CARE PROVIDER FOR FAMILY MEMBER

01
Obtain the Certification of Health Care Provider form from your employer or HR department.
02
Fill out your personal information at the top of the form, including your name, address, and contact information.
03
Provide the name and relationship of the family member who requires medical care.
04
Specify the medical condition or serious health issue of your family member.
05
Indicate the duration of the condition and the need for care.
06
Complete the section that details the information about the health care provider, such as their name, address, and phone number.
07
Ensure the health care provider signs and dates the form, confirming the medical necessity for your family member's care.
08
Submit the completed form to your employer or HR department according to their guidelines.

Who needs CERTIFICATION OF HEALTH CARE PROVIDER FOR FAMILY MEMBER?

01
Employees who need to take time off work to care for a family member with a serious health condition.
02
Individuals who are requesting family and medical leave under the Family and Medical Leave Act (FMLA).
03
Caregivers who need documentation to justify their leave for caring for a sick family member.
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People Also Ask about

Family caregiving is the act of providing at-home care for a relative, friend, or other loved one with a physical or mental health problem. As life expectancies increase, medical treatments advance, and more people live with chronic illnesses and disabilities, many of us find ourselves caring for a loved one at home.
You'll need to know: Their name and relationship to you. The type of care you're providing and how much time off you need.
The necessary medical documentation for FMLA can be provided by a licensed healthcare provider, which may include a doctor of medicine or osteopathy, nurse practitioner, or physician assistant. This means that urgent care providers are qualified to certify FMLA.
You do not have to tell your employer your diagnosis, but you do need to provide information indicating that your leave is due to an FMLA-protected condition (for example, stating that you have been to the doctor and have been given antibiotics and told to stay home for four days).
Either the employee or the employer may complete Section I. While use of this form is optional, this form asks the health care provider for the information necessary for a complete and sufficient medical certification, which is set out at 29 C.F.R. § 825.306.
This documentation may take the form of a child's birth certificate, a court document, a simple statement from the employee, etc. The employer is entitled to examine documentation such as a birth certificate, etc., but is required to return any official document submitted for this purpose to the employee.
I require a leave of absence from [Start Date] to [End Date] . because: I am temporarily unable to work because of my own serious health condition. I will be caring for a family member (spouse, child, or parent) with a serious health condition.

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The Certification of Health Care Provider for Family Member is a document that verifies the need for an employee to take leave to care for a family member who has a serious health condition.
Employees requesting leave under the Family and Medical Leave Act (FMLA) to care for a seriously ill family member are required to file this certification.
To fill out the certification, the health care provider must complete relevant sections detailing the family member's medical condition, the treatment plan, and the expected duration of the condition.
The purpose is to ensure that leave taken by an employee to care for a family member is justified and complies with the legal requirements of the FMLA.
The certification must include the health care provider's information, details of the family member's serious health condition, the length of care required, and any necessary statements regarding the employee's ability to return to work.
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