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Upon completion of FMLA leave because of the employee's own serious health condition, employees are required to provide medical certification that they are fit to resume work. Return to Work Medical Certification Forms may be obtained from the Human Resources Department. Employees failing to provide the Return to Work Medical Certification Form will not be permitted to resume work until it is provided. The following definitions apply for the purposes of the FMLA policy: SPOUSE - is defined in accordance with State law PARENT - includes biological parents and individuals who acted as your parents, but does not include parents-in-law CHILD - includes biological, adopted, foster children, stepchildren, legal wards, and other persons for whom you act in the capacity of a parent and who are under 18-years of age or over 18-years of age but incapable of caring for themselves SERIOUS HEALTH CONDITION - means any illness, impairment, or physical or mental condition that involves: (1) any incapacity or treatment in connection with inpatient care; (2) an incapacity requiring absence of more than 3 calendar days and continuing treatment by a health care provider; or (3) continuing treatment by a health care provider of a chronic or long-term condition that is incurable or will likely result in incapacity of more than 3 days if not treated CONTINUING TREATMENT - means (1) two or more treatments by a health care provider; (2) two or more treatments by a provider of health care services (e.g. physical therapist) on referral by or under orders of a health care provider; (3) at least 1 treatment by a health care provider that results in a regimen of continuing treatment under the supervision of the health care provider (e.g. a program of medication or therapy); or (4) under the supervision of, although not actively treated by a health care provider for a serious long-term or chronic condition or disability that cannot be cured (e.g. Alzheimer's or severe stroke) HEALTH CARE PROVIDER - includes: licensed MD's and OD's, podiatrists, dentists, clinical psychologists, optometrists, chiropractors authorized to practice in the State, nurse practitioners, and nurse midwives authorized under State law, and Christian Science practitioners 14. Absences in Excess of 120 Calendar Days After the expiration of 120 calendar days following any continuous absence due to any reason, employment will be terminated. The employee may elect to continue his or her health and dental insurance coverage under the provisions of the Consolidated Omnibus Reconciliation Act of 1985 ("COBRA"). The Employee Policies Handbook/Page 30