Justification of Sick Leave. The Police Chief of the department in which the employee works may require an employee to furnish a satisfactory written, signed statement to justify the use of sick leave. If medical attention is required, a certificate from a licensed physician stating the nature of the illness shall be required to justify the use of sick leave. At the discretion of the Police Chief, a certificate from a licensed physician may be required in advance of granting sick leave. Falsification of either a written, signed statement by the employee or a physician's certificate shall be grounds for disciplinary action, including dismissal.
Justification of Sick Leave. The Fire Chief shall require an employee to furnish a satisfactory written, signed statement to justify the use of sick leave. If medical attention is required, a certificate from a licensed provider stating the nature of the illness shall be required to justify the use of sick leave. At the discretion of the Fire Chief, a certificate from a licensed provider may be required in advance of granting sick leave. Falsification of either a written, signed statement by the employee or a licensed provider’s certificate shall be grounds for disciplinary action, including dismissal.
Justification of Sick Leave. The employee shall furnish a written statement on the leave form supplied by the employer to justify the use of sick leave. Employees need only make reference to the specific letter section of Section 22.3 in order to justify their sick leave. However, if the employee has engaged in a pattern of abuse as defined in Section 22.9 (G) or is subject to discipline for absences under Section 22.9 (G) 8, the Sheriff’s HR designee shall require a description of the employee’s illness or injury. If absence due to illness or injury exceeds three (3) consecutive working days, the Employer requires the employee to obtain a certificate from a physician or nurse practitioner and shall furnish a written statement on the leave form supplied by the employer justifying the sick leave. If medical attention is required, a certificate stating the nature of the illness or injury from a licensed physician shall be required to justify the use of sick leave. The failure to present such a certificate from a physician or nurse practitioner and/or written signed statement shall result in loss of pay for the time absent. When sick leave is requested to care for a member of the immediate family (as defined in Section 22.3) and qualifies as a FMLA occurrence exceeding three (3) consecutive work days of the employee, the Employer requires a physician's or nurse practitioner’s certificate showing the family member is being treated. The documentation outlined above shall be submitted immediately upon return to work. The employer shall follow all HIPPA requirements and all medical information shall be kept strictly confidential and access shall only be given to management employees with a need to know.
Justification of Sick Leave. The employee shall furnish a satisfactory written statement to justify the use of sick leave. If absence due to illness or injury exceeds three (3) consecutive working days, the Employer requires the employee to obtain a certificate from a physician. If medical attention is required, a certificate stating the nature of the illness or injury from a licensed physician shall be required to justify the use of sick leave. The failure to present such a certificate or written signed statement to the Employer shall result in loss of pay for the time absent. When sick leave is requested to care for a member of the immediate family, and qualifies as a FMLA occurrence, the Employer requires a physician's certificate to the effect that the presence of the employee is necessary to care for the ill member of the employee's immediate family. Evidence of sick leave shall be submitted immediately upon return to work.
Justification of Sick Leave. The employee shall furnish a written statement on the leave form supplied by the employer to justify the use of sick leave. Employees need only make reference to the specific letter section of Section 19.3 in order to justify their sick leave. However, if the employee has engaged in a pattern of abuse as defined in Section 19.9 (G) or is subject to discipline for absences under Section 19.9 (G) 8, the Sheriff’s HR designee shall require a description of the employee’s illness or injury. If absence due to illness or injury exceeds three (3) consecutive working days, the Employer requires the employee to obtain a certificate from a physician or nurse practitioner and shall furnish a written statement on the leave form supplied by the employer justifying the sick leave. The failure to present such a certificate from a physician or nurse practitioner and/or written signed statement on the leave form supplied by the employer shall result in loss of pay for the time absent. When sick leave is requested to care for a member of the immediate family (as defined in Section 19.3) and qualifies as a FMLA occurrence exceeding three (3) consecutive work days of the employee, the Employer requires a physician's or nurse practitioners certificate showing the family member is being treated. The documentation outlined above shall be submitted immediately upon return to work. The employer shall follow all HIPPA requirements and all medical information shall be kept strictly confidential and access shall only be given to management employees with a need to know.
