any request for medical information. “Genetic information,” as defined by GINA, includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services. When an employee is applying for FMLA leave for the care of a family member with a serious health condition, it is obviously necessary to provide some medical information regarding the sick family member to support the need for leave. However, any family medical history information is only required to the extent necessary to make the FMLA medical certification complete and sufficient under the FMLA and should not otherwise be provided. RETURN TO WORK An employee returning to work from an FMLA leave of absence must be able to perform the essential functions of his or her job, with or without reasonable accommodation. If a reasonable accommodation is required, the employee must notify Human Resources. An eligible employee on FMLA leave must submit to the Company a medical release (i.e., fitness for duty certification) indicating that the employee is able to return to work and perform the essential functions of the employee’s position. The Company will furnish the employee with a list of essential functions to facilitate this process. Failure to submit a medical release will preclude the employee from being restored to his or her employment with the Company. Short Term Disability It is our policy to grant Short-Term Disability (STD) leave to eligible full-time employees. The STD Policy is to provide income replacement and support for eligible employees who are unable to work due to a covered non-work-related illness, injury, or medical condition. This policy outlines the eligibility criteria, benefits, and procedures for short-term disability leave.  STD benefits provide income replacement for employees for up to 90 calendar days following a covered disability. For record keeping purposes, LHD requires that a note from the Employee’s Doctor be provided to Human Resources that certifies and supports the leave from work.  Upon certification of the leave by a Doctor, the STD period will be covered as follows: o STD begins the eighth day of the accident/illness. The Employee will be required to use five (5) of their PTO days during the first seven (7) calendar days. o LHD will pay one hundred percent (100%) of the Employee’s normal salary for the next twenty-three (23) calendar days (Days 8 through 30). o LHD will pay eighty-five percent (85%) of the Employee’s normal salary for the next thirty (30) calendar days (Days 31 through 60). o LHD will pay seventy-five percent (75%) of the Employee’s normal salary for the remaining thirty (30) calendar days (Days 61 through 90).  In the unfortunate circumstances where the STD extends beyond the ninety-day period, the Employee will then be eligible to apply for Long Term Disability coverage under LHD’s LTD policy. GENERAL SHORT-TERM DISABILITY LEAVE REQUIREMENTS AND PROVISIONS All requests for leave must be submitted in writing to Human Resources a minimum of one month in advance unless it is not feasible to give that amount of notice. Certification of a physician must be provided 15 days BACK TO TABLE OF CONTENTS | 27