Medical Information. Throughout the Pupil's time as a member of the School, the School Medical Officer shall have the right to disclose confidential information about the Pupil if it is considered to be in the Pupil's own interests or necessary for the protection of other members of the School community. Such information will be given and received on a confidential, need-to-know basis.
Medical Information. The Board shall keep any medical information in separate files accessible only to appropriate health care professionals and the Teacher.
Medical Information. Throughout the Pupil's time as a member of the School, the School Nurse shall have the right to disclose confidential information about the Pupil if it is considered to be in the Pupil's own interests or necessary for the protection of other members of the School community. Such information will be given and received on a confidential, "need to know" basis.
Medical Information. Medical information regarding an employee will be kept in a separate file and maintained in a confidential manner in accordance with state and federal law.
Medical Information. An employee may be required to be certified by a physician that the employee is physically capable of safely performing the duties required by the employee’s position. An employee may also be required to provide information from his/her medical provider regarding the employee’s medical condition and other medical information relevant to the District’s staffing needs and its obligations under District leave policies and state and federal laws governing workplace accommodations for physical or mental impairments or disabilities.
Medical Information. Personnel information generated by the operation of this Plan shall be kept confidential to the extent possible and necessary and to the extent required by law. Identifiable information may be shared only with the Chairperson of the Xxxxx County Schools Council of Governments and/or his/her designee and the appropriate OEA Consultant, to the extent necessary to resolve problems and/or make decisions. Any designee will be agreed upon by the Chairperson and the designated OEA Consultant.
Medical Information. (1) When medical verification of absences or return to work is deemed necessary by a department administrator, an employee must secure such medical verification from his/her attending physician.
(2) Medical verification that does not specifically address the following will be considered insufficient and of no effect: • Diagnosis • Prognosis • Treatment plan • Why the illness/injury is debilitating • The anticipated duration of the debilitating illness/injury • Ability to perform employee's work
(3) Due to the sensitive nature of the information provided, the University will treat it confidentially among those who need the information.
Medical Information. Throughout the Child's time as a member of the School, the School Headteacher shall have the right to disclose confidential information about the Child if considered to be in the Child's own interests or necessary for the protection of other members of the School community. Such information will be given and received on a confidential, "need-to-know" basis.
Medical Information. Throughout a Student's time at the School, the School shall have the right to disclose information about the Student if considered to be in the Student's own interests or necessary for the protection of other members of the school community. Such information will be given and received on a "need-to-know" basis.
Medical Information. The employer may in cases of long term absence require that the employee undergo a medical examination for the purposes of a second opinion with a medical practitioner nominated by the employer and arranged at the expense of the employer. The employer may require an employee who proposes to return to duty after a period of absence on sick leave to provide a medical certificate certifying that the employee is fit to resume work. Where the employer considers that the employee’s performance may be impaired by a possible medical condition, the employer may require an employee to undergo an examination by a registered medical practitioner nominated by the employer. The employer reserves the right to require a specialist medical practitioner’s examination and report (or a registered clinical psychologist’s examination and report if such examination is recommended by a registered medical practitioner) in specific cases. Should the employee be found unfit to perform their full duties they may be placed on sick leave until cleared to return to full duties. The employer will meet the cost of the medical examinations.
