Medical Documentation or Other Evidence Sample Clauses

Medical Documentation or Other Evidence. 11.5.1 Supervisors may require an employee to furnish either a medical certificate or other evidence acceptable to a reasonable person to substantiate a request for approval of sick leave if the sick leave exceeds three consecutive full workdays. 11.5.2 An employee shall not normally be required to submit documentation for absences of three consecutive workdays or less. However, if the Agency has reasonable grounds to question whether an employee is properly using sick leave (for example, when sick leave is frequently used or in unusual patterns or circumstances), then the Agency may inquire further into the matter and ask the employee to provide an explanation. In requesting further explanation, the Agency will notify the employee of the basis of this request. The employee may provide his/her explanation verbally or in writing; however, if the employee’s explanation is not deemed acceptable, the supervisor may require that the employee provide an explanation in writing from the employee’s health care provider, where appropriate (i.e., where the nature of the need for sick leave is such that a doctor’s visit would be necessary) or to provide other evidence to support the usage of sick leave. Absent a reasonably acceptable explanation or evidence to support the request for sick leave, the leave request may be denied. The employee will be counseled/warned that continued, frequent use of sick leave, or use in unusual patterns or circumstances, may result in a written requirement to furnish acceptable documentation, as provided below, for each subsequent absence due to illness or incapacitation for duty, regardless of duration. 11.5.3 If a supervisor has reasonable grounds to believe that an employee is abusing his or her sick leave, the supervisor will give written notice that for a stated period (generally 3 months), he/she must furnish documentation from a competent medical authority for each absence from work that he/she desires to charge to sick leave. Supervisors are encouraged to precede such restrictions with a warning letter which places the employee on notice that a restriction will be imposed due to questionable use of sick leave. An allegation of sick leave abuse may not be based solely on the amount of sick leave used by the employee. At the end of the stated period, the restriction will expire unless the supervisor gives the employee written notice of renewal of the restriction due to actual or suspected continued abuse. 11.5.4 If medical documen...