Is an employee required to provide documentation to verify FMLA leave?

In Texas, an employee is required to provide documentation to verify FMLA leave. This includes providing medical certification from a healthcare provider to the employer. This is to verify the employee’s eligibility for leave and the reason for leave, such as a serious health condition or a qualifying exigency. The employee can submit the certification up to 15 calendar days after the date FMLA leave begins, however, it is preferable to submit the documentation in advance. The employer may also request a second opinion from another provider and/or a recertification from the employee’s healthcare provider. In the event that the employee is caring for a family member, the employee must provide a certification from the family member’s healthcare provider. Additional documentation may be necessary, such as a statement from the employee that he or she is needed to care for the family member and a statement from the healthcare provider regarding the family member’s need for care. In addition, for military family leave, the employee may need to provide documentation such as a copy of a deployment order, a fitness certification for a family member, or confirmation of the qualifying exigency. Overall, an employee in Texas must provide documentation to verify FMLA leave eligibility. This is important for the employer to confirm and verify the employee’s leave request and purpose, and to ensure the employee meets FMLA requirements.

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Is an employee required to provide documentation to verify FMLA leave?

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