Common use of Illness and accidents Clause in Contracts

Illness and accidents. Paragraph 2 as a permanent provision and the application guide An employee who is prevented from working due to an illness or injury shall be required to notify the employer thereof without delay. If an employee falls ill, he or she can be absent from work no more than two days with his or her own notice. If the illness continues for longer, the employer is entitled to demand a medical certificate of the incapacity to work. The employee can be absent on his or her own notice for no more than 6 days in total each year. As for the exceeding days, workplace-specific instructions apply. The notifying practices and other practices are locally agreed so that the restrictions caused by the illness are taken into account. For a justified reason, the employer can refer the employee to be checked by an occupational health specialist or require a medical certificate for the illness. Application guide: Reasonable grounds can be recurrent absences due to sickness, suspected substance abuse, or other abuse affecting the employee’s ability to work. Update for paragraph 4 Whether the sickness is the same or a different one is determined, if necessary, by the decision of Kela.

Illness and accidents. Paragraph 2 as a permanent provision and the application guide An employee who is prevented from working due to an illness or injury shall be required to notify the employer thereof without delay. If an employee falls ill, he or she can be absent from work no more than two days with his or her own notice. If the illness continues for longer, the employer is entitled to demand a medical certificate of the incapacity to work. The employee can be absent on his or her own notice for no more than 6 days in total each year. As for the exceeding days, workplace-specific instructions apply. The notifying practices and other practices are locally agreed so that the restrictions caused by the illness are taken into account. For a justified reason, the employer can refer the employee to be checked by an occupational health specialist or require a medical certificate for the illness. Application guide: Reasonable grounds can be recurrent absences due to sickness, suspected substance abuse, or other abuse affecting the employee’s ability to work. Update for of the last passage in paragraph 4 Whether the sickness is the same or a different one is determined, if necessary, by the decision of Kela.