Labor & Employment Law

Requirement that Health Care Provider Submit Medical Certification Directly to Employer Does Not Violate the FMLA

Requirement that Health Care Provider Submit Medical Certification Directly to Employer Does Not Violate the FMLA
Copyright © 2008. All rights reserved by Carl C. Bosland, Esq. Reproduced with permission. Mr. Bosland is the author of A Federal Sector Guide to the Family and Medical Leave Act & Related Litigation.

In Taylor v. Ameritech Services, Inc., No. 07-2166, 2008 U.S. App. LEXIS 9237 (7th Cir. April 29, 2008), the court found that the employer did not interfere with the employee's FMLA rights by requiring that the completed medical certification form be faxed or mailed by the health care provider directly to the employer, rather than permitting the employee to provide the certification. The court noted that:

Nothing in the statute forbids an employer to adopt reasonable, non-burdensome measures to prevent fraud.

The court reasoned that that an employee might "forge a letter from a doctor, or embellish it before forwarding it to the employer."

Comment: To perfect the right to leave, the employee requesting leave bears the responsibility to ensure that an employer receives a medical certification, if one is requested. The FMLA does not, however, address the method of delivery of a medical certification from the health care provider to the employer.

The FMLA permits an employer to require an employer to comply with the employer's usual and customary procedural requirements for requesting leave. 29 CFR 825.302(d). According to the Seventh Circuit, those permissible procedural requirements include the requirement that a supporting medical certification be directly submitted to the employer by the health care provider.

Direct submission of medical information from a health care provider to an employer gives rise to HIPPA issues. Generally, HIPPA prohibits disclosure of medical information to an employer absent patient authorization. However, an employee who exercised their HIPPA right and refused to authorize direct disclosure of medical information as required by employer policy would almost certainly loose FMLA protections. The employee may also be subject to disciplinary action for violating such an employer policy.

Employers concerned with fraud may want to consider implementing a reasonable policy requiring that any medical certification be submitted directly by the health care provider.

The Seventh Circuit covers Wisconsin, Illinois, and Indiana.

Full post as published by New York Public Personnel Law on May 13, 2008 (boomark / email).