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I am sorry to hear about this situation. According to the case opinion which seems on point in Oak Harbor Freight Lines, Inc. v. Antti, the employer can request reasonable certification for FMLA.
I know I know, what does that mean? Well the court does not define it (the court primarily deals with intermittent FMLA, but still focuses on paperwork proof), but the thought is that the employer can ask for reasonable proof, which normally is a letter from the physician. That letter is deemed enough for certification for FMLA unless it seems questionable, at which time the employer may ask for something else.
So honestly, all the employer requires (or should require) is a letter from the physician attesting to the inability to work and/or the requirement to stay home. That is the standard that the Courts have held.
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