The Essential Guide to Family & Medical Leave

222 | the essential guide to family and medical leave
Drafting Your Letter
Because the contents of your letter requesting a fitness-for-duty certification
will depend on the employee’s condition and your company’s policies, we
can’t give you a fill-in-the-blank form. Consider including the following:
• Sympathy. You’ll be writing this letter only if the employee has a serious
health condition, which may have worsened unexpectedly. Acknowledge
this unfortunate fact by wishing the employee a speedy recovery or
otherwise expressing a little sympathy.
• Certification requirement. Explain what’s required so the employee
understands that his or her health care provider needs to be involved.
• Consequences of failing to provide the certification. Tell the employee
that he or she cannot be reinstated until you receive the certification.
Otherwise, the employee might assume that this can be handled after
returning to work.
• Policy information. Let the employee know why you are requesting a
certification. Explain the company policy that requires it for any employee
in particular circumstances, and cite to the employee handbook or other
relevant policies, if possible.
• The form. Don’t forget to attach a copy of the fitness-for-duty certification
form. If your company doesn’t already have a form, you can use the sample
form in Appendix C.
Restoring Pay and Benefits
When you reinstate an employee, you must also restore the employee’s pay
and benefits. The requirements for restoring benefits depend on the type of
benefit and your company’s policies.