Physician or Practitioner Certification of Illness or Injury Sample Clauses

Physician or Practitioner Certification of Illness or Injury. Certification of an attending physician or practitioner may be required by the Agency to support the employee's claim for sick leave, if the employee is absent in excess of five (5) consecutive days and/or if the Agency has reasonable grounds to suspect that the employee is abusing sick leave privileges or in verification of a disability. The Agency may also require such certificate from the employee to determine whether the employee should be allowed to return to work where the Agency has reason to believe that the employee's return to work would be a health hazard to either the employee or to others. Any cost associated with the supplying of a certificate concerning a non-job-incurred injury or illness shall be borne by the employee. In the event of a failure or refusal to supply such a certificate, or if the certificate does not clearly show sufficient disability to preclude that employee from the performance of duties, such sick leave may be canceled and the employee may be disciplined pursuant to Article 11 (Discipline and Discharge).
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Physician or Practitioner Certification of Illness or Injury. Certification of an attending physician or practitioner may be required by the Agency to support the employee's claim for sick leave, if the employee is absent in excess of five
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Physician or Practitioner Certification of Illness or Injury. Certification of an attending physician or practitioner may be required by the Employer (1) if the employee is absent in excess of three (3) consecutive scheduled days, (2) if the Employer has reasonable grounds to suspect that the employee is abusing sick leave privileges, or (3) to determine whether the employee should be allowed to return to work where the Employer has reason to believe that the employee’s return to work would be a health hazard to either the employee or to others.
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Physician or Practitioner Certification of Illness or Injury. The Employer may require certification from an attending physician or practitioner under the following circumstances: First, the Employer may require certification that an employee was unable to work to support the employee’s claim for sick leave if the Employer has reasonable grounds to suspect that the employee is abusing sick leave privileges. Second, the Employer may require certification to verify a disability as that term is defined under state and federal law. Third, the Employer may require certification to determine whether the employee should be allowed to return to work if the Employer has reasonable grounds to be concerned about the employee’s ability to perform his/her duties in a safe and efficient manner. When notifying the employee of this requirement, the Employer will provide the employee with a copy of his or her position description and identify the basis for its concern consistent with the reasonable grounds criteria referenced below. Any cost associated with the supplying of a certificate concerning a non-job-incurred injury or illness shall be borne by the employee.
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Physician or Practitioner Certification of Illness or Injury. Certification 5 of an attending physician or practitioner may be required by the Employer (1) if the 6 employee is absent in excess of three (3) consecutive scheduled days, (2) if the 7 Employer has reasonable grounds to suspect that the employee is abusing sick leave 8 privileges, or (3) to determine whether the employee should be allowed to return to work 9 where the Employer has reason to believe that the employee’s return to work would be 10 a health hazard to either the employee or to others.
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Physician or Practitioner Certification of Illness or Injury. Certification‌ 16 of an attending physician or practitioner may be required by the Employer (1) if the 17 employee is absent in excess of three (3) consecutive scheduled days, (2) if the 18 Employer has reasonable grounds to suspect that the employee is abusing sick leave 19 privileges, or (3) to determine whether the employee should be allowed to return to work 20 where the Employer has reason to believe that the employee’s return to work would be 21 a health hazard to either the employee or to others.
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