Medical/Military Certificate Sample Clauses

Medical/Military Certificate. ‌ A. The secretary or designee will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the severe or extraordinary nature and expected duration of the condition when the employee is qualified under Subsection 25.3 (A)(1). 2. A copy of the military orders verifying the employee’s required absence when the employee is qualified for shared leave under Subsection 25.3 (A)(2). 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency when the employee is qualified for shared leave under Subsection 25.3 (A)(3). 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking when the employee is qualified for shared leave under Subsection 25.3 (A)(4). 5. Verification of child birth or placement of adoption or xxxxxx care, or a medical certificate from a licensed physician or health care provider verifying the pregnancy disability when the employee is qualified under Subsection 25.3 (A)(5). B. The secretary or designee will respond in writing to shared leave requests within ten (10) working days of receipt of a properly submitted request.
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Medical/Military Certificate. A. The Agency Head or designee will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the severe or extraordinary nature and expected duration of the condition when the employee is qualified under Subsection 25.3.A.1.‌‌‌ 2. A copy of the military orders verifying the employee’s required absence when the employee is qualified for shared leave under Subsection 25.3.A.2.‌ 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency when the employee is qualified for shared leave under Subsection 25.3.A.3. 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking when the employee is qualified for shared leave under Subsection 25.3.A. B. The Agency Head or designee will respond in writing to shared leave requests within ten (10) working days of receipt of a properly submitted request.
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Medical/Military Certificate. The agency head or designee will require the employee to submit, prior to approval or disapproval, a medical certificate from a licensed physician or health care practitioner verifying the severe or extraordinary nature and expected duration of the condition when the employee is qualified under Subsection 25.3.A.1. The agency head or designee will require the employee to submit, prior to approval or disapproval, a copy of the military orders verifying the employee’s required absence when the employee is qualified for shared leave under Subsection 25.3.A.
Sample 1Sample 2
Medical/Military Certificate. ‌ 1. The agency head or designee will require the employee to submit, prior to approval or disapproval, a copy of the military orders verifying the employee’s required absence when the employee is qualified for shared leave under Subsection 25.3.A. 2. The agency head or designee will require the employee to submit, prior to approval or disapproval, proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency when the employee is qualified for shared leave under Subsection 25.2.A. 3. The agency head or designee will require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking when the employee is qualified for shared leave under Subsection 25.3.A. 4. The agency head or designee will respond in writing to shared leave requests within ten (10) working days of receipt of a properly submitted request.
Sample 1
Medical/Military Certificate. A. The Agency Head or designee will require the employee to submit, prior to approval or disapproval: 1. A medical certificate from a licensed physician or health care practitioner verifying the severe or extraordinary nature and expected duration of the condition when the employee is qualified under Subsection 25.3.A.1. 2. A copy of the military orders verifying the employee’s required absence when the employee is qualified for shared leave under Subsection 25.3.A.2. 3. Proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency when the employee is qualified for shared leave under Subsection 25.3.A.3. 4. Verification of the employee’s status as a victim of domestic violence, sexual assault or stalking when the employee is qualified for shared leave under Subsection 25.3.A.4. 5. Verification of child birth or placement of adoption or xxxxxx care, or a medical certificate from a licensed physician or health care
Sample 1
Medical/Military Certificate. The agency head or designee will require the employee to submit, prior to approval or disapproval, a medical certificate from a licensed physician or health care practitioner verifying the severe or extraordinary nature and expected duration of the condition when the employee is qualified under Subsection 25.3.A. 1. The agency head or designee will require the employee to submit, prior to approval or disapproval, a copy of the military orders verifying the employee’s required absence when the employee is qualified for shared leave under Subsection 25.3.A. 2. The agency head or designee will require the employee to submit, prior to approval or disapproval, proof of acceptance of an employee’s offer to volunteer for either a governmental agency or a nonprofit organization during a declared state of emergency when the employee is qualified for shared leave under Subsection 25.2.A. 3. The agency head or designee will require the employee to submit, prior to approval or disapproval, verification of the employee’s status as a victim of domestic violence, sexual assault or stalking when the employee is qualified for shared leave under Subsection 25.3.A. 4. The agency head or designee will respond in writing to shared leave requests within ten (10) working days of receipt of a properly submitted request.
Sample 1

Related to Medical/Military Certificate

  • Medical Certificate 🞏 Absent from Work (first date of absence) 🞏 Not absent from work but requires accommodations (Employee Name) The information supplied will be used in a confidential manner and may assist in creating a return to work plan. I hereby consent to the completion of this form by: (Treating Medical Practitioner’s Name) (Signature of Employee) (Date)

  • Secretary Certificate The Company shall have delivered to the Purchaser a certificate from its secretary certifying as to (A) copies of the Company’s Organizational Documents as in effect as of the Closing Date, (B) the resolutions of the Company’s board of directors and shareholders authorizing the execution, delivery and performance of this Agreement and the consummation of the transactions contemplated hereby, and (C) the incumbency of officers authorized to execute this Agreement.

  • Medical Certificates Where the Employer requests medical certificates the Employer shall pay the costs of such certificates.

  • Medical Certification (1) The University may require an employee to provide medical certification from a health care provider for FMLA leave without pay when taken for the serious health condition of the employee or the employee's family member. (2) Medical certification may be required to affirm the employee's ability to return to work and perform one or more of the essential functions of the job within the meaning of the Americans with Disabilities Act (ADA), after being absent on FMLA leave.

  • Physician's Certificate When a female employee applies for pregnancy leave she must provide her supervisor with a certificate from her physician stating that she is pregnant and giving the estimated date of delivery at least two weeks prior to the date she plans to commence the leave. In the case of a female employee who stops working prior to the commencement of her scheduled leave because of a birth, still-birth or miscarriage that happens earlier than the employee was expected to give birth, that employee must, within two weeks of stopping work, give her supervisor: (a) written notice of the date the pregnancy leave began or is to begin, and (b) a certificate from a legally qualified medical practitioner that, (i) states the date of the birth, still-birth or miscarriage and the date the employee was expected to give birth. When a female employee resigns without notifying her supervisor that she is pregnant and she has not applied for pregnancy leave, but within two weeks following her resignation, provides her supervisor with a certificate from her physician stating she was unable to perform her job duties because of a medical condition arising from her pregnancy and giving the estimated or actual delivery date, she shall be entitled to pregnancy leave if it is requested.

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  • Iran Divestment Act Certification The Contractor certifies that, if it submitted a successful bid for this contract, then as of the date it submitted the bid, the Contractor was not identified on the Iran List. If it did not submit a bid for this contract, the Contractor certifies that as of the date that this contract is entered into, the Contractor is not identified on the Iran List. It is a material breach of contract for the Contractor to be identified on the Iran List during the term of this contract or to utilize on this contract any subcontractor that is identified on the Iran List. In this Iran Divestment Act Certification section -- “Contractor” means the person entering into this contract with the City of Durham; and “Iran List” means the Final Divestment List – Iran, the Parent and Subsidiary Guidance– Iran list, and all other lists issued from time to time by the N.C. State Treasurer to comply with G. S. 147-86.58 of the N.C. Iran Divestment Act.

  • Qualified Medical Child Support Order A child who would otherwise meet the eligibility requirements and is required to be covered by a Qualified Medical Child Support Order (QMCSO) is considered an eligible dependent.

  • Bargaining Agent Recognition The Employer recognizes the B.C. Government and Service Employees' Union as the exclusive bargaining agent for all employees covered by the certification.

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