Common use of Documentation for Sick Leave Clause in Contracts

Documentation for Sick Leave. Where an employee requests sick leave, or annual leave, or LWOP in lieu of sick leave, for periods of illness exceeding three consecutive workdays of the employee’s work schedule, the employee must make an appropriate request and may be required to furnish evidence of the need for sick leave upon return to duty. An employee may support the request for sick leave: By medical certificate from the Department’s employee health care provider or the employee’s health care provider that is administratively acceptable; or, By the employee’s self-certification in instances where the illness was not treated by a health care provider. The statement will indicate why a health care provider was not seen; for example, remoteness of area, general condition of the illness, or other specific reasons. The supervisor may request clarification should the employee’s written statement not be sufficient to support the request. An employee with a chronic medical condition that does not require medical treatment but does result in periodic absences from work will not be required to furnish a health care provider certificate on a continuing basis if the employee is: Not on leave restriction; and, Provides, if requested, an administratively acceptable medical certificate every six months which clearly states the continuing need for periodic absences. Unless there is reasonable evidence to doubt the required information, administratively acceptable evidence for medical certification is a statement that says the employee was incapacitated for work and date(s) of incapacitation. This information will generally be considered sufficient for medical certification purposes. However, employees will not be required to reveal the nature of the illness as a condition for approval of sick leave. This applies to sick leave of more than three consecutive workdays or certification for sick leave restrictions. Documents regarding employee absence for sick leave purposes are highly sensitive. The Department will ensure that they are maintained in a secure and confidential manner. Where there is substantial reason to believe that an employee is abusing sick leave entitlement, medical certificates may be required for any period of absence provided the employee has been formally notified in writing that such a requirement has been established for that person. If an employee has not used sick leave for three months after the notification in Paragraph E, the employee may request that the requirement be reviewed. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the employee shall be so notified in writing. The requirement for medical certification must be reviewed six months after such requirement is imposed. If the requirement is not lifted, the employee may request a review of the certification requirement three months after a previous review. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the employee shall be formally notified in writing. Frequency or amount of leave used will not be the sole factor for determining sick leave abuse, nor will leave for which acceptable medical documentation has been provided. When the Department determines that the sick leave abuse has ceased, the Department will remove the restriction and notify the employee in writing of this action. The employee will also be notified of the reasons in writing if the restriction is to be continued beyond six months.

Documentation for Sick Leave. Where an a. An employee requests requesting sick leave, or annual leave, or LWOP in lieu of sick leave, for periods of illness exceeding three consecutive workdays of the employee’s work schedule, the employee must make an appropriate request and leave may be required to furnish evidence of the need for sick leave upon return to duty. An employee may support the request for sick leave: By medical certificate , such as: 1) Medical certification from the Department’s employee employee's personal physician or health care provider or the employee’s health care provider that is administratively acceptableprofessional; or, By the 2) The employee’s self-certification 's own written statement in instances where a physician did not treat the illness was not treated by a health care provider. The statement will indicate why a health care provider was not seen; for example, (e.g. remoteness of area, general condition nature of the illness, etc.). A physician’s certification may be required for an absence in excess of 3 workdays, or other specific reasonsfor a lesser period when the agency determines it is necessary. The supervisor If the Employer requests medical documentation for an absence in excess of 3 days, the documentation must cover all absence beyond the third day and show that the employee was incapacitated for duty for the entire period covered by the documentation. b. In cases of extended illness, medical documentation may request clarification should be required periodically, if necessary, to establish the employee’s written statement not continued incapacity to return to duty. In addition, a medical release may be sufficient required when the employee who has been on extended sick leave or extended injury compensation returns to support full duty. The Union will assist and cooperate with the request. Employer in its efforts to advise the employees of the benefits derived from sick leave accumulation and will promote these benefits. c. An employee with a chronic medical condition that condition, which does not require medical treatment treatment, but does result in periodic absences from work work, will not be required to furnish a health care provider certificate physician's documentation on a continuing basis basis, if the employee is: Not employee: 1) Is not on leave restriction; and, Provides, if 2) If requested, an administratively acceptable provides updated valid medical certificate every six months documentation, which clearly states the continuing need for the periodic absences. Unless there is reasonable evidence to doubt the required information, administratively acceptable evidence for medical certification is a statement that says the employee was incapacitated for work and date(s) of incapacitation. This information will generally be considered sufficient for medical certification purposes. However, employees will not be required to reveal the nature of the illness as a condition for approval of sick leave. This applies to sick leave of more than three consecutive workdays or certification for sick leave restrictions. . d. Documents regarding employee absence for sick leave purposes are highly sensitive. The Department Management will ensure that they are maintained in a secure and confidential manner. . e. Where there is substantial reason to believe that an employee is abusing the sick leave entitlement, medical certificates may be required for any period of absence provided the employee has been formally notified in writing that such a requirement has been established for that person. If an employee has not used sick leave for three months after the notification in Paragraph E, the employee may request that the requirement be reviewed. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the employee shall be so notified in writing. : 1) The requirement for medical certification must be reviewed six months after such requirement is imposed. If the requirement is not lifted, the employee may request a review of the certification requirement three months after a previous review. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the employee shall be formally notified in writingcounseled and advised of the possibility of future medical documentation requirements should the abuse continue, and the employee may be placed on sick leave control. 2) An employee placed on sick leave control will have their case reviewed within [4] months but not later than [6] months afterward. Note: Frequency or amount of leave used will may not be the sole factor for determining sick leave abuse, nor will leave for which acceptable medical documentation has been provided. When the Department determines that the sick leave abuse has ceasedceases for 6 months, the Department restriction will remove be removed, the restriction record shall be made clean, and notify the employee in writing will be notified of this action. The employee will also be notified of the reasons reasons, in writing writing, if the restriction is to be continued beyond six 6 months. f. If the employee fails to follow prescribed procedures for requesting or documenting either emergency or nonemergency sick leave, the request may be denied if the supervisor considers that there were insufficient extenuating circumstances to warrant approval. g. Requests for sick leave for nonemergency medical appointments, even though submitted with proper evidence, may be denied if it is determined that the employee's services are needed. If the employee fails to follow prescribed procedures for requesting or documenting either emergency or nonemergency sick leave, the request may be denied if the supervisor considers that there were insufficient extenuating circumstances to warrant approval.

Documentation for Sick Leave. A. Where an employee requests sick leave, or annual leave, or LWOP in lieu of sick leave, for periods of illness exceeding three consecutive workdays of the employee’s work schedule, the employee must make an appropriate request and may be required to furnish evidence of the need for sick leave upon return to duty. An employee may support the request for sick leave: By medical certificate from the Department’s employee health care provider or the employee’s health care provider that is leave by submitting administratively acceptable; or, By the employee’s : 1. Employee self-certification (will usually be sufficient for absences not exceeding three (3) workdays, and may be sufficient in instances where the illness was not treated by a health care provider. The provider if the statement will indicate indicates why a health care provider was not seen; for example, e.g., remoteness of area, general condition of the illness, or other specific reasons. The supervisor may request clarification should the employee’s written statement not be sufficient to support the request); or 2. Medical certification from the employee’s health care provider (for most absences exceeding three (3) workdays). B. An employee with a chronic medical condition that does not require medical treatment but does result in periodic absences from work will shall not be required to furnish a health care provider certificate on a continuing basis if the employee is: Not : 1. Is not on leave restriction; and, Provides 2. Every six (6) months provides, if requested, an administratively acceptable medical certificate every six months which clearly states the continuing need for periodic absences. Unless there is reasonable evidence to doubt the required information. C. In general, administratively acceptable evidence for medical certification of sick leave is a statement that says on medical stationery saying the employee was incapacitated for work and giving the date(s) of the incapacitation. This information will generally be considered sufficient for medical certification purposes. HoweverOrdinarily, employees will shall not be required to reveal the specific nature of the illness as a condition for approval of sick leave. This applies to sick leave of more than three consecutive workdays or certification for sick leave restrictions. . D. Documents regarding employee absence for sick leave purposes are highly sensitive. The Department will Agency shall ensure that they are maintained in a secure and confidential manner. . E. Where there is substantial reason to believe that an employee is abusing sick leave entitlement, medical certificates may be required for any period of absence provided the employee has been formally notified in writing that the Agency has established such a requirement has been established for that person. him/her. F. If an employee has not used sick leave for three months after the notification in Paragraph E, the employee may request that the requirement be reviewed. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the Agency shall notify the employee shall be so notified formally in writing. 1. The requirement for medical certification must be reviewed six (6) months after such requirement is imposed. If the requirement is not lifted, the employee may request a review of the certification requirement three (3) months after a previous review. If it is determined that a medical certificate is no longer warranted for sick leave of three (3) consecutive workdays or less, the employee shall be formally notified in writing. Frequency or amount of leave used will . G. The Agency shall not be the sole factor for determining base a determination that an employee has abused sick leave abuse, nor will leave for which acceptable medical documentation has been provided. When the Department determines that the sick leave abuse has ceased, the Department will remove the restriction and notify the employee in writing of this action. The employee will also be notified of the reasons in writing if the restriction is to be continued beyond six months.on:

Documentation for Sick Leave. A. Where an employee requests sick leave, or annual leave, or LWOP in lieu of sick leave, for periods of illness exceeding three consecutive workdays of the employee’s work schedule, the employee must make an appropriate request and may be required to furnish evidence of the need for sick leave upon return to duty. An employee may support the request for sick leave: By medical certificate from the Department’s employee health care provider or the employee’s health care provider that is leave by submitting administratively acceptable; or, By the employee’s : 1. Employee self-certification (will usually be sufficient for absences not exceeding three (3) workdays, and may be sufficient in instances where the illness was not treated by a health care provider. The provider if the statement will indicate indicates why a health care provider was not seen; for example, e.g., remoteness of area, general condition of the illness, or other specific reasons. The supervisor may request clarification should the employee’s written statement not be sufficient to support the request); or 2. Medical certification from the employee’s health care provider (for most absences exceeding three (3) workdays). B. An employee with a chronic medical condition that does not require medical treatment but does result in periodic absences from work will shall not be required to furnish a health care provider certificate on a continuing basis if the employee is: Not : 1. Is not on leave restriction; and, Provides 2. Every six (6) months provides, if requested, an administratively acceptable medical certificate every six months which clearly states the continuing need for periodic absences. Unless there is reasonable evidence to doubt the required information. C. In general, administratively acceptable evidence for medical certification of sick leave is a statement that says on medical stationery saying the employee was incapacitated for work and giving the date(s) of the incapacitation. This information will generally be considered sufficient for medical certification purposes. HoweverOrdinarily, employees will shall not be required to reveal the specific nature of the illness as a condition for approval of sick leave. This applies to sick leave of more than three consecutive workdays or certification for sick leave restrictions. . D. Documents regarding employee absence for sick leave purposes are highly sensitive. The Department will Agency shall ensure that they are maintained in a secure and confidential manner. . E. Where there is substantial reason to believe that an employee is abusing sick leave entitlement, medical certificates may be required for any period of absence provided the employee has been formally notified in writing that the Agency has established such a requirement has been established for that person. him/her. F. If an employee has not used sick leave for three months after the notification in Paragraph E, the employee may request that the requirement be reviewed. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the Agency shall notify the employee shall be so notified formally in writing. . G. The requirement for medical certification must be reviewed six (6) months after such requirement is imposed. If the requirement is not lifted, the employee may request a review of the certification requirement three (3) months after a previous review. If it is determined that a medical certificate is no longer warranted for sick leave of three consecutive workdays or less, the employee shall be formally notified in writing. Frequency or amount of leave used will not be the sole factor for determining sick leave abuse, nor will leave for which acceptable medical documentation has been provided. When the Department determines that the sick leave abuse has ceased, the Department will remove the restriction and notify the employee in writing of this action. The employee will also be notified of the reasons in writing if the restriction is to be continued beyond six months.three