Sick Leave Reporting, Certification and Verification. An employee must promptly notify their supervisor on the employee’s 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 the employee is absent, the employee will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act). If the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence, and will provide a written explanation to the employee of why the medical verification is required. 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. If medical certification or verification is required for employees in overtime-eligible positions, it shall be in accordance with the provisions of RCW 49.46.210, WAC 296-128, and this Agreement.
Sick Leave Reporting, Certification and Verification.
A. An employee must promptly notify their supervisor on 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 they are absent, they will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with RCW 49.76 - Domestic Violence Leave).
B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the 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. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs 000-000-000 et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee.
C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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.
Sick Leave Reporting, Certification 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.
B. Call in for all Employees in a Position Requiring Relief, excluding the Special Commitment Center
Sick Leave Reporting, Certification 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 an employee is in a position where a relief replacement is necessary if they are absent, 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 RCW 49.76 – Domestic Violence Leave).
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. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs 000-000-000 et seq. sick leave provisions. 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 Resources 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 Resources Office with 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.
Sick Leave Reporting, Certification and Verification. 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. Upon returning to work, the employee shall report the general reason per Section 12.2 for the sick leave. A medical certificate may be required when there is cause to suspect sick leave abuse; to assist agencies in protecting the employee from returning to work too soon following an illness or injury; or to protect fellow employees or clients from contagious illness. The Employer will not require continuous medical verification for longer than seven (7) months as a result of the suspected abuse. A medical certificate must be required if the reason was personal illness and the absence continued for more than ten (10) continuous working days. For employees in overtime-eligible positions, medical certification or verification that is required when there is cause to suspect sick leave abuse will be in accordance with RCW 49.46.210 and this Agreement. Medical certification and/or medical verification will be provided to the Human Resources Department.
Sick Leave Reporting, Certification and Verification. An employee must promptly notify his/her 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 will notify his/her supervisor at least two (2) hours prior to his/her scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Leave Law RCW 49.76). If the Employer suspects abuse, the Employer may require a written medical certificate for that sick leave absence. An employee returning to work after any sick leave absence may be required to provide written certification from his/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. Medical certification or verification required for employees in overtime-eligible positions shall be in accordance with RCW 49.46.210 and WAC 296-128.
Sick Leave Reporting, Certification and Verification. A nurse 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 nurse is in a position where a relief replacement is necessary, the nurse shall make every effort to notify their supervisor or designated contact at least two (2) hours prior to their scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Law, RCW 49.76). Nurses will complete a leave request form for any sick leave taken immediately upon their return to work. A nurse returning to work after any sick leave absence may be required to provide written certification from their health care provider when there is cause to suspect sick leave abuse; to assist agencies in protecting the nurses from returning to work too soon following an illness or injury; or to protect fellow employees or clients from contagious illness. A medical certificate must be required if the reason for the personal illness, as cited in Section 17.2 of this Article, continued for more than ten (10) continuous work days. Failure to provide a written medical certificate, when required, may result in the absence being treated as unauthorized leave without pay, which may be cause for disciplinary action. Medical certification or verification required for nurses in overtime-eligible positions shall be in accordance with RCW 49.46 and WAC 296-128.
Sick Leave Reporting, Certification and Verification. A nurse 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 the nurse is in a position where a relief replacement is necessary, the nurse shall make every effort to notify his or hertheir supervisor or designated contact at least two (2) hours prior to his or hertheir scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave lLaw, RCW 49.76). Nurses will complete a leave request form for any sick leave taken immediately upon his or hertheir return to work. A nurse returning to work after any sick leave absence may be required to provide written certification from his or hertheir health care provider when there is cause to suspect sick leave abuse; to assist agencies in protecting the nurses from returning to work too soon following an illness or injury; or to protect fellow employees or clients from contagious illness. A medical certificate must be required if the reason for the personal illness, as cited in Section 17.2 of this Article, continued for more than ten (10) continuous work days. Failure to provide a written medical certificate, when required, may result in the absence being treated as unauthorized leave without pay, which may be cause for disciplinary action. Medical certification or verification required for nurses in overtime-eligible positions shall be in accordance with RCW 49.46 and WAC 296-128.
Sick Leave Reporting, Certification and Verification. An employee must promptly notify their supervisor on the employee’s first day of sick leave and each day after, unless there is mutual agreement to do otherwise. Employees will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act). If the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence, and will provide a written explanation to the employee of why the medical verification is required. 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. If medical certification or verification is required for employees in overtime-eligible positions, it shall be in accordance with the provisions of RCW 49.46.210, WAC 296-128, and this Agreement.
