Evidence requirements. An Employee taking sick leave will give the Employer evidence that would satisfy a reasonable person the Employee is absent due to personal illness or injury, in the case of leave taken to attend an appointment (see subclause 61.5(b)) evidence of attendance. Evidence that would satisfy a reasonable person that the Employee is absent due to personal illness or injury includes:
(i) a medical certificate from a registered health practitioner; or
(ii) a Statutory Declaration signed by the Employee with respect to absences on three occasions in any one year not exceeding three consecutive working days each.
Evidence requirements. The Employee must, if required by the Employer, establish by production of a statutory declaration or other evidence that would satisfy a reasonable person, that a member of the Employee’s immediate family or household has either:
(i) an illness or injury; or
(ii) an unexpected emergency; that requires their care or support. In the case of an unexpected emergency, the Employee will identify the nature of the emergency. An ‘unexpected emergency’ includes providing care or support to a member experiencing family violence as described at subclause 64.5(b).
Evidence requirements. (i) An Employee taking sick leave in accordance with sub- clause 55.2 will give the Employer evidence that would satisfy a reasonable person the Employee is absent due to personal illness or injury. Evidence that would satisfy a reasonable person that the Employee is absent due to personal illness or injury includes:
(A) a medical certificate from a registered health practitioner; or
(B) a Statutory Declaration signed by the Employee with respect to absences on three occasions in any one year not exceeding three consecutive working days each.
(ii) Evidence requirements for sick leave taken in accordance with sub-clause 55.3(b) is dealt with at sub-clause 55.3(b)(ii)
Evidence requirements. Employees who take carer’s leave must provide reasonable evidence of the need for the leave. The Minimum Conditions of Employment Act provides for all employees, including casual employees, to take up to two days paid bereavement leave on the death of a family member or a member of the employee’s household. The two days do not have to be consecutive. The Minimum Conditions of Employment Act provides that if requested to do so by the employer, employees taking bereavement leave must provide reasonable evidence that the death is the reason for the leave and the relationship of the person to the employee.
Evidence requirements a. An employee must provide evidence for absences (on leave for own illness/injury or leave for family/emergency reasons) which exceed 2 working days or any absence when the Company requests evidence.
b. Employees will provide evidence for planned medical appointments before the appointment if required by the supervisor.
c. Acceptable forms of evidence: • Of the employee’s own illness/injury will be a medical certificate from a relevant registered health practitioner. • Of an immediate family/household member’s illness/injury will include a medical certificate (relating to the immediate family/household member’s illness/injury) from a relevant registered health practitioner. • Of the employee’s responsibility for an immediate family/household member may include a birth certificate, school notification or letter from a dependent family member’s registered health practitioner.
d. If it is not reasonably practicable for the employee to provide a medical certificate for their own, or an immediate family/household member’s, illness/injury when required to do so, the employee must provide alternative and appropriate proof.
e. If a medical certificate or alternative and appropriate proof (e.g. statutory declaration) is not provided when required, payment will not be made for the absence.
f. Where an employee is deemed unfit for rail safety work following a National Health Standards (NHS) assessment, the employee will be required to take appropriate action as advised by the Company. Should the employee be required to access leave for their own illness/injury greater than 2 working days the employee may provide their own evidence for this absence or, alternatively, the employee will advise the Company to use the NHS assessment as appropriate evidence.
Evidence requirements. (a) Evidence will not be required for the first three days of Personal/Xxxxx’s Leave taken by a Principal in a school year. For subsequent absences, the provisions set out in paragraphs 23.3 (b) to (e) will apply.
Evidence requirements. An Employee taking sick leave will give the Employer evidence that would satisfy a reasonable person the Employee is absent due to personal illness or injury or, in the case of leave taken to attend an appointment (see subclause 62.4(b)) evidence of attendance. Evidence that would satisfy a reasonable person that the Employee is absent due to personal illness or injury includes:
(i) a medical certificate from a Registered Health Practitioner; or
(ii) a Commonwealth or Victorian Statutory Declaration signed by the Employee.
Evidence requirements. The Employee must, if required by the Employer, establish by production of a Commonwealth or Victorian statutory declaration, a medical certificate from a Registered Health Practitioner or other evidence that would satisfy a reasonable person that a member of the Employee’s immediate family or household has either:
(i) an illness or injury; or
(ii) an unexpected emergency; that requires their care or support. In the case of an unexpected emergency, the Employee will identify the nature of the emergency. An ‘unexpected emergency’ includes providing care or support to a member experiencing family violence as described at subclause 66.5(b).
Evidence requirements. An Employee taking sick leave will give the Employer evidence that would satisfy a reasonable person the Employee is absent due to personal illness or injury or, in the case of leave taken to attend an appointment (see subclause 62.5(b)) evidence of attendance. Evidence that would satisfy a reasonable person that the Employee is absent due to personal illness or injury includes:
(i) a medical certificate from a Registered Health Practitioner; or
(ii) a Commonwealth or Victorian Statutory Declaration signed by the Employee. The certificate or statutory declaration will be given to the Employer within 48 hours of the start of the absence or as soon as is reasonably practicable.
Evidence requirements. (i) An employee may be required by the Employer to provide evidence that their absence is due to the reasons specified in clause 66.4
(ii) If required, such evidence will be in the form of an agreed document issued by a medical practitioner, registered health practitioner, Police service, Court, Family Violence Support Service, social support service, financial counsellor or Lawyer or, where reasonable, a statutory declaration may be used.
