Common use of Proof of Illness Clause in Contracts

Proof of Illness. (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (ii) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. ‌ (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (iib) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (iib) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. Sick time grants are not obligatory and requests may be denied. The Employer must provide the reason for such denial in writing to the employee with a copy to the Union. (iib) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) ”, the Employer shall pay the doctor directly.

Proof of Illness. ‌ (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (ii) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) ”, the Employer shall pay the doctor directly.

Proof of Illness. ‌ (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (ii) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (ii) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) ”, the Employer shall pay the doctor directly.

Proof of Illness. (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is grantedillness. (ii) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) ”, the Employer shall pay the doctor directly.

Proof of Illness. ‌ (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is grantedpaid. (iib) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is grantedillness. (ii) Where the Employer requires a medical report during an examination of the “ofthe "duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) ", the Employer shall pay the doctor directly.

Proof of Illness. (i1) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (ii2) Where the Employer requires a medical report during an examination of the “"duty to accommodate” " (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted.after 5 (iib) Where the Employer requires a medical report during an examination of the “"duty to accommodate” " (pursuant to the requirements of the Human Rights Code of BC) or a doctor's note as proof of illness, the Employer shall pay the doctor directlyfee.

Proof of Illness. (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (iib) Where the Employer requires a medical report of illness or disability during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) , the Employer shall pay the doctor directly.

Proof of Illness. ‌ (i) The Employer reserves the right to require satisfactory proof of illness before any sick leave is grantedgranted in excess of three (3) days. (ii) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.Human

Proof of Illness. (ia) The Employer reserves the right to require satisfactory proof of illness before any sick leave is grantedpaid. (iib) Where the Employer requires a medical report during an examination of the “duty to accommodate” (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.

Proof of Illness. ‌ (i1) The Employer reserves the right to require satisfactory proof of illness before any sick leave is granted. (ii2) Where the Employer requires a medical report during an examination of the “"duty to accommodate” " (pursuant to the requirements of the Human Rights Code of BC) the Employer shall pay the doctor directly.