Medical Verification. The Town may require medical verification of an employee’s absence if the Town perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The Town may require medical verification of an employee’s absence to verify that the employee is able to return to work with or without restrictions.
Medical Verification. The employee shall be required to provide the School District with medical verification from a qualified healthcare provider for their own or the family member’s serious health condition when requesting the leave of absence.
Medical Verification. If there is a question as to the eligibility of an employee for sick leave, the School District reserves the right to verify the illness. In the event that a medical certificate will be required, the employee will be so advised by the School District.
Medical Verification. The School District may require an employee to furnish a medical certificate from a qualified physician as evidence of illness, indicating such absence was due to illness, in order to qualify for sick leave pay. However, the final determination as to the eligibility of an employee for sick leave is reserved to the School District. In the event that a medical certificate will be required, the employee will be so advised.
Medical Verification. If the duration of an absence extends past five (5) days, and there is a question as to the eligibility for sick leave, the Director, Human Resources reserves the right to verify the illness. In the event that medical verification is required, the Director, Human Resources will notify the teacher. Education Minnesota – OSSEO will receive a copy of any request for verification. In special circumstances, Human Resources reserves the right to obtain medical verification for an absence of fewer than six (6) days.
Medical Verification. The County may require a physician's certification of the nature and duration of an employee's disability or absences from work for absences exceeding three (3) days, of an employee's ability to return to work, and/or of an employee's ability to continue the full performance of his or her duties.
Medical Verification. The Employer may require medical verification of an employee’s absence if the Employer perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The medical verification must state that there was a medical inability to perform the employee’s regular work duties and that the employee is cleared to resume the employee’s normal duties. An employee who fails to produce such documentation or falsifies or alters such documentation will be subject to appropriate disciplinary action.
Medical Verification. The Administration, at its discretion, may require medical verification of ability to return to work for any absence in excess of three (3) consecutive working days.
Medical Verification. The Superintendent may require medical verification from a competent physician (M.D. or D.O.) certifying that an employee is physically and emotionally able to carry out the duties and responsibilities of the job.
Medical Verification. When sick leave used by an employee exceeds five (5) consecutive workdays, he/she may be required to provide a physician’s statement that verifies the illness or injury to the District. Such a physician’s statement shall include the date(s) the employee was ill or injured, along with a statement that such illness or injury prevented and/or continues to prevent the employee from being at work. The statement shall specify any job-related restrictions that will limit the employee’s ability to perform his/her full duties, along with the duration of such limitations, and shall be signed by a medical doctor licensed to practice in the State of California, or signed by a Chiropractor pursuant to the Labor Code.
6.2.4.1 In cases of extended absence for illness or injury a physician’s statement verifying the need for continued absence may, also be required by the District.
6.2.4.2 The District may also require medical verification of need for each absence charged to sick leave if the District has just cause to believe the employee is misusing or abusing sick leave.
