Common use of Sick Leave Reporting and Verification Clause in Contracts

Sick Leave Reporting and Verification. ‌ A. An employee must promptly notify their supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If the employee is in a position where a relief replacement is necessary, the employee shall notify their supervisor as soon as possible, and must provide at least two (2) hours’ notice prior to their scheduled time to report to work (excluding leave taken in accordance with Domestic Violence Leave). The supervisor may engage in a conversation with the employee regarding the potential duration of their absence but will not inquire regarding specific medical information that is protected by law. B. If the Employer suspects abuse, the Employer may require a written medical certificate for any sick leave absence. The employer will notify the employee of the basis for the suspected abuse. Upon the employee’s written request, the Employer will consider removal from medical verification requirement and respond to the request in writing. C. An employee returning to work after any sick leave absence may be required to provide written certification from 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. D. Medical certification or verification required for employees in overtime- eligible positions shall be in accordance with RCW 49.46.210 and WAC 000-000-000 and this agreement.

Sick Leave Reporting and Verification. ‌ A. An employee must promptly notify their supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If the employee is in a position where a relief replacement is necessary, the employee shall notify their supervisor as soon as possible, and must provide at least two (2) hours’ notice prior to their scheduled time to report to work (excluding leave taken in accordance with Domestic Violence Leave). The supervisor may engage in a conversation with the employee regarding the potential duration of their absence but will not inquire regarding specific medical information that is protected by law. B. If the Employer suspects abuse, the Employer may require a written medical certificate for any sick leave absence. The employer will notify the employee of the basis for the suspected abuse. Upon the employee’s written request, the Employer will consider removal from medical verification requirement and respond to the request in writing. C. An employee returning to work after any sick leave absence may be required to provide written certification from 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. D. Medical certification or verification required for employees in overtime- eligible positions shall be in accordance with RCW 49.46.210 and WAC 000-000-000 and this agreement.