Guidance for D.C. Paid Family Leave Benefits

Tips for Completing Medical Certification Forms and Accommodations Notes

Under pregnancy accommodations law, the medical certification for pregnant and other pregnancy-related medical conditions must contain the following information:

  • The starting date that the reasonable accommodation became or will become medically advisable.

  • An explanatory statement as to the medical condition and the advisability of providing the reasonable accommodation in light of the condition.

  • The probable duration that the reasonable accommodation will need to be provided (i.e., the estimated end date of the reasonable accommodation).

Note that the federal pregnancy accommodations law requires employers to provide accommodations for pregnant workers who need them, not just those with pregnancy-related complications.

Do:

  • DO use clear and legible handwriting. The form may be returned and need to be filled out again if the employer cannot read the handwriting.

  • DO be specific about the patient’s limitations and what accommodations are needed. When possible, suggest multiple alternatives.

  • When the patient has multiple conditions that make it relevant, DO add additional medical basis for the accommodation(s) needed—if the patient approves of this additional disclosure.

  • DO identify an end-date for the accommodation(s). If you aren’t sure, you can do one of the following:

    • If it is a chronic condition that you are actively monitoring, you can use the date of the next appointment. If the need for the accommodation continues at the next appointment date, you can submit the accommodation letter with a new date.

    • If the limitation will reasonably continue throughout the rest of the patient's pregnancy, you can use the patient’s due date

Don’t:

  • DON’T recommend an accommodation without discussing possible accommodations with the patient.

  • DON’T draft a note that provides a detailed medical diagnosis but does not clearly explain the resulting limitation(s) and specific accommodation(s) that would be appropriate.

  • DON’T use vague expressions such as “light duty” or “until further notice.” These expressions are not specific enough and render the request more likely to be denied by the employer as unreasonable or not temporary.

Questions?

Contact First Shift Justice Project at intake@firstshift.org or (202) 664-9043