Yes. As a condition of restoring an employee who was absent on FMLA leave due to the
employee’s own serious health condition, an employer may have a uniformly applied policy or practice
that requires all similarly situated employees who take leave for such conditions to submit a
certification from the employee’s own health care provider that the employee is able to resume work.
Employer may require that the fitness-for-duty certification address the employee's ability to perform
the essential functions of the position if the employer has appropriately notified the employee that this
information will be required and has provided a list of essential functions. Additionally, an employer
may require a fitness-for-duty certification up to once every 30 days for an employee taking
intermittent or reduced schedule FMLA leave if reasonable safety concerns exist regarding the
employee's ability to perform his or her duties based on the condition for which leave was taken.