Common use of Sick Leave Reporting and Verification Clause in Contracts

Sick Leave Reporting and Verification. A. An employee must promptly notify his or her supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, he or she will notify the supervisor at least two (2) hours prior to the scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Act). B. The Employer may require a written medical certificate for any sick leave absence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. When a medical certificate is required, the Employer will state reasons for suspicion of sick leave abuse. C. An employee returning to work after any sick leave absence may be required to provide the Human Resource Office with written certification from his or her health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

Sick Leave Reporting and Verification. ‌ A. An employee must promptly notify his or her their supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, he or she they will notify the supervisor at least two (2) hours prior to the scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Act). B. The Employer may require a written medical certificate for any sick leave absence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. When a medical certificate is required, the Employer will state reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. The required medical certificate will be provided by the employee to the Human Resource Office on the day the employee returns to work. C. An employee returning to work after any sick leave absence may be required to provide the Human Resource Office with written certification from his or her their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

Sick Leave Reporting and Verification. A. An employee must promptly notify his or her supervisor on the his or her first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are he or she is absent, he or she will notify the his or her supervisor at least two (2) hours prior to the his or her scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Act). B. The . If the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence explaining absence, and will provide a written explanation to the nature employee of why the illness or absence in circumstances where the Employer suspects an abuse of sick leave. When a medical certificate verification is required, the Employer will state reasons for suspicion of sick leave abuse. C. . An employee returning to work after any sick leave absence may be required to provide the Human Resource Office with written certification from his or her health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

Sick Leave Reporting and Verification. A. An employee Employees must promptly notify his or her their supervisor on the his or her their first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if he or she is they are absent, he or she they will notify the his or her their supervisor at least two (2) hours prior to the his or her their scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Act). B. The . If Unless otherwise precluded by law, the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leaveabsence. When a medical certificate is required, the Employer will state reasons for suspicion of sick leave abuse. C. An employee returning to work after any sick leave absence may be required to provide the Human Resource Office with written certification from his or her their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.

Sick Leave Reporting and Verification. A. An employee must promptly notify his or her their supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, he or she they will notify the supervisor at least two (2) hours prior to the scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Act). B. The Employer may require a written medical certificate for any sick leave absence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. When a medical certificate is required, the Employer will state reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. The required medical certificate will be provided by the employee to the Human Resource Office on the day the employee returns to work. C. An employee returning to work after any sick leave absence may be required to provide the Human Resource Office with written certification from his or her their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.