Page:United States Statutes at Large Volume 110 Part 6.djvu/475

 CONCURRENT RESOLUTIONS—APR. 16, 1996 110 STAT. 4297 825.305 When must an employee provide medical certification to support FMLA leave? 825.306 How much information may be required in medical certifications of a serious health condition? 825.307 What may an employing office do if it questions the adequacy of a medical certification? 825.308 Under what circumstances may an employing office request subsequent recertifications of medical conditions? 825.309 What notice may an employing office require regarding an employee's intent to return to work? 825.310 Under what circumstances may an employing office require that an employee submit a medical certification that the employee is able (or unable) to return to work (i.e., a "fitness-for-duty" report)? 825.311 What happens if an employee fails to satisfy the medical certification and/ or recertification requirements? 825.312 Under what circumstances may an employing office refuse to provide FMLA leave or reinstatement to eligible employees? SUBPART D—WHAT ENFORCEMENT MECHANISMS DOES THE CAA PROVIDE? 825.400 What can employees do who believe that their rights under the FMLA as made applicable by the CAA have been violated? 825.401—825.404 [Reserved]. SUBPART E—[RESERVED] SUBPART F—WHAT SPECIAL RULES APPLY TO EMPLOYEES OF SCHOOLS? 825.600 To whom do the special rules apply? 825.601 What limitations apply to the taking of intermittent leave or leave on a reduced leave schedule? 825.602 What limitations apply to the taking of leave near the end of an academic term? 825.603 Is all leave taken during "periods of a particular duration" counted against the FMLA leave entitlement? 825.604 What special rules apply to restoration to "an equivalent position"? SUBPART G—How Do OTHER LAWS, EMPLOYING OFFICE PRACTICES, AND COLLECTIVE BARGAINING AGREEMENTS AFFECT EMPLOYEE RIGHTS UNDER THE FMLA AS MADE APPLICABLE BY THE CAA? 825.700 What if an employing office provides more generous benefits than required by FMLA as made applicable by the CAA? 825.701 [Reserved]. 825.702 How does FMLA affect anti-discrimination laws as applied by section 201 of the CAA? SUBPART H—DEFINITIONS 825.800 Definitions. Appendix A to Part 825—[Reserved]. Appendix B to Part 825—Certification of Physician or Practitioner. Appendix C to Part 825—[Reserved]. Appendix D to Part 825—Prototype Notice: Employing Office Response to Employee Request for Family and Medical Leave. Appendix E to Part 825—[Reserved]. PART 825—FAMILY AND MEDICAL LEAVE § 825.1 Purpose and scope (a) Section 202 of the Congressional Accountability Act (CAA) (2 U.S.C. 1312) applies the rights and protections of sections 101 through 105 of the Family and Medical Leave Act of 1993 (FMLA) (29 U.S.C. 2611-2615) to covered employees. (The term "covered employee" is defined in section 101(3) of the CAA (2 U.S.C. 1301(3)). See §825.800 of these regulations for that definition.) The purpose of this part is to set forth the regulations to carry out the provisions of section 202 of the CAA. (b) These regulations are issued by the Board of Directors, Office of Compliance, pursuant to sections 202(d) and 304 of the CAA, which direct the Board to promulgate regulations implementing section 202 that are "the same as substantive regulations

�