Common use of Sick Leave Verification Clause in Contracts

Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead. 2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances: a. An employee is unable to personally make the sick leave request to the designated supervisor. b. The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied. c. An employee is sick for three (3) or more consecutive days. d. If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday. e. An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months. f. An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime. 3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information: a. The date the employee or the employee’s family member is evaluated either in person or via telemedicine by a licensed physician or other health care specialist/professional; b. The expected length of the employee’s absence and their expected return to duty; c. Whether the employee is medically able to return to work; and d. The list of restrictions (if any) including, if applicable, any impairment to the employee’s ability to perform the duties of their classification due to medication or treatment. 4. The Appointing Authority designee will ensure the medical clearance verification is consistent with the employee’s responsibility to perform all duties of their class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of their class, the Appointing Authority designee shall inform the appropriate management personnel of the employee’s condition and duty limitations. 5. An employee shall not be obligated to provide a medical verification after the fact. For example, if an employee calls in sick on the fifteenth (15th) of the month and a medical verification is not requested and then calls in sick on the sixteenth (16th) of the month and a medical verification is requested, the medical verification would be for the sixteenth (16th) only. This does not prohibit the Department from pursuing other administrative review or remedies if abuse is suspected. 6. If a returning employee is required to present medical clearance verification to the Appointing Authority designee, and the returning employee has a valid medical clearance verification from their physician allowing said employee to return to work and, with reasonable notice by the employee or upon institution order, the employee presents themselves for medical clearance during normal business hours, Monday through Friday, the employee shall be allowed to return to paid status, but not use leave credits. If the employee does not have valid medical clearance verification from their physician allowing said employee to return to work and present themselves for medical clearance by the Appointing Authority designee during normal business hours, Monday through Friday, the employee shall either continue on sick leave status or management approved leave credits until such time as clarifying medical documentation is obtained from the physician releasing the employee to work. 7. All medical information provided to the State shall be considered confidential. Under no circumstances will an employee be required to disclose the medical cause or nature of their or their family member’s illness or injury to the State for sick leave approval.

Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/alleged/ stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their his/her respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead. 2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances: a. An employee is unable to personally make the sick leave request to the designated supervisor. b. The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied. c. An employee is sick for three (3) or more consecutive days. d. If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday. e. An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months. f. An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime. 3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information: a. The date the employee or the employee’s family member is evaluated either in person or via telemedicine by a licensed physician or other health care specialist/professional; b. The expected length of the employee’s absence and their his/her expected return to duty; c. Whether the employee is medically able to return to work; and d. The list of restrictions (if any) including, if applicable, any impairment to the employee’s ability to perform the duties of their his or her classification due to medication or treatment. 4. The Appointing Authority designee will ensure the medical clearance verification is consistent with the employee’s responsibility to perform all duties of their his/her class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of their his/her class, the Appointing Authority designee shall inform the appropriate management personnel of the employee’s condition and duty limitations. 5. An employee shall not be obligated to provide a medical verification after the fact. For example, if an employee calls in sick on the fifteenth (15th) of the month and a medical verification is not requested and then calls in sick on the sixteenth (16th) of the month and a medical verification is requested, the medical verification would be for the sixteenth (16th) only. This does not prohibit the Department from pursuing other administrative review or remedies if abuse is suspected. 6. If a returning employee is required to present medical clearance verification to the Appointing Authority designee, and the returning employee has a valid medical clearance verification from their his/her physician allowing said employee to return to work and, with reasonable notice by the employee or upon institution order, the employee presents themselves him/herself for medical clearance during normal business hours, Monday through Friday, the employee shall be allowed to return to paid status, but not use leave credits. If the employee does not have valid medical clearance verification from their his/her physician allowing said employee to return to work and present him/herself themselves for medical clearance by the Appointing Authority designee during normal business hours, Monday through Friday, the employee shall either continue on sick leave status or management approved leave credits until such time as clarifying medical documentation is obtained from the physician releasing the employee to work. 7. All medical information provided to the State shall be considered confidential. Under no circumstances will an employee be required to disclose the medical cause or nature of their his or her, or their his or her family member’s ’s, illness or injury to the State for sick leave approval.

Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ transmission/other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead. 2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances: a. An employee is unable to personally make the sick leave request to the designated supervisor. b. The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied. c. An employee is sick for three (3) or more consecutive days. d. If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday. e. An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months. f. An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime. 3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information: a. The date the employee or the employee’s family member is evaluated either in person or via telemedicine by a licensed physician or other health care specialist/professional; b. The expected length of the employee’s absence and their expected return to duty; c. Whether the employee is medically able to return to work; and d. The list of restrictions (if any) including, if applicable, any impairment to the employee’s ability to perform the duties of their classification due to medication or treatment. 4. The Appointing Authority designee will ensure the medical clearance verification is consistent with the employee’s responsibility to perform all duties of their class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of their class, the Appointing Authority designee shall inform the appropriate management personnel of the employee’s condition and duty limitations. 5. An employee shall not be obligated to provide a medical verification after the fact. For example, if an employee calls in sick on the fifteenth (15th) of the month and a medical verification is not requested and then calls in sick on the sixteenth (16th) of the month and a medical verification is requested, the medical verification would be for the sixteenth (16th) only. This does not prohibit the Department from pursuing other administrative review or remedies if abuse is suspected. 6. If a returning employee is required to present medical clearance verification to the Appointing Authority designee, and the returning employee has a valid medical clearance verification from their physician allowing said employee to return to work and, with reasonable notice by the employee or upon institution order, the employee presents themselves for medical clearance during normal business hours, Monday through Friday, the employee shall be allowed to return to paid status, but not use leave credits. If the employee does not have valid medical clearance verification from their physician allowing said employee to return to work and present themselves for medical clearance by the Appointing Authority designee during normal business hours, Monday through Friday, the employee shall either continue on sick leave status or management approved leave credits until such time as clarifying medical documentation is obtained from the physician releasing the employee to work. 7. All medical information provided to the State shall be considered confidential. Under no circumstances will an employee be required to disclose the medical cause or nature of their or their family member’s illness or injury to the State for sick leave approval.

Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/alleged/ stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their his/her respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead. 2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances: a. An employee is unable to personally make the sick leave request to the designated supervisor. b. The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied. c. An employee is sick for three (3) or more consecutive days. d. If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday. e. An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months. f. An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime. 3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information: a. The date the employee or the employee’s family member is evaluated either in person or via telemedicine by a licensed physician or other health care specialist/professional; b. The expected length of the employee’s absence and their his/her expected return to duty; c. Whether the employee is medically able to return to work; and d. The list of restrictions (if any) including, if applicable, any impairment to the employee’s ability to perform the duties of their his or her classification due to medication or treatment. 4. The Appointing Authority designee will ensure the medical clearance verification is consistent with the employee’s responsibility to perform all duties of their his/her class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of their his/her class, the Appointing Authority designee shall inform the appropriate management personnel of the employee’s condition and duty limitations. 5. An employee shall not be obligated to provide a medical verification after the fact. For example, if an employee calls in sick on the fifteenth (15th) of the month and a medical verification is not requested and then calls in sick on the sixteenth (16th) of the month and a medical verification is requested, the medical verification would be for the sixteenth (16th) only. This does not prohibit the Department from pursuing other administrative review or remedies if abuse is suspected. 6. If a returning employee is required to present medical clearance verification to the Appointing Authority designee, and the returning employee has a valid medical clearance verification from their his/her physician allowing said employee to return to work and, with reasonable notice by the employee or upon institution order, the employee presents themselves him/herself for medical clearance during normal business hours, Monday through Friday, the employee shall be allowed to return to paid status, but not use leave credits. If the employee does not have valid medical clearance verification from their his/her physician allowing said employee to return to work and present themselves him/herself for medical clearance by the Appointing Authority designee during normal business hours, Monday through Friday, the employee shall either continue on sick leave status or management approved leave credits until such time as clarifying medical documentation is obtained from the physician releasing the employee to work. 7. All medical information provided to the State shall be considered confidential. Under no circumstances will an employee be required to disclose the medical cause or nature of their his or their her, or his or her family member’s ’s, illness or injury to the State for sick leave approval.

Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ transmission/other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead. 2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances: a. An employee is unable to personally make the sick leave request to the designated supervisor. b. The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied. c. An employee is sick for three (3) or more consecutive days. d. If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday. e. An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-one hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months. f. An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime. 3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information: a. The date the employee or the employee’s family member is evaluated either in person or via telemedicine by a licensed physician or other health care specialist/professional; b. The expected length of the employee’s absence and their expected return to duty; c. Whether the employee is medically able to return to work; and d. The list of restrictions (if any) including, if applicable, any impairment to the employee’s ability to perform the duties of their classification due to medication or treatment. 4. The Appointing Authority designee will ensure the medical clearance verification is consistent with the employee’s responsibility to perform all duties of their class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of their class, the Appointing Authority designee shall inform the appropriate management personnel of the employee’s condition and duty limitations. 5. An employee shall not be obligated to provide a medical verification after the fact. For example, if an employee calls in sick on the fifteenth (15th) of the month and a medical verification is not requested and then calls in sick on the sixteenth (16th) of the month and a medical verification is requested, the medical verification would be for the sixteenth (16th) only. This does not prohibit the Department from pursuing other administrative review or remedies if abuse is suspected. 6. If a returning employee is required to present medical clearance verification to the Appointing Authority designee, and the returning employee has a valid medical clearance verification from their physician allowing said employee to return to work and, with reasonable notice by the employee or upon institution order, the employee presents themselves for medical clearance during normal business hours, Monday through Friday, the employee shall be allowed to return to paid status, but not use leave credits. If the employee does not have valid medical clearance verification from their physician allowing said employee to return to work and present themselves for medical clearance by the Appointing Authority designee during normal business hours, Monday through Friday, the employee shall either continue on sick leave status or management approved leave credits until such time as clarifying medical documentation is obtained from the physician releasing the employee to work. 7. All medical information provided to the State shall be considered confidential. Under no circumstances will an employee be required to disclose the medical cause or nature of their or their family member’s illness or injury to the State for sick leave approval.

Sick Leave Verification. 1. An acceptable “medical verification” for sick leave use is a document signed or email transmission/ other electronic verification which includes a digital signature by a United States Licensed Physician, nurse practitioner, or other health care specialist/professional, competent within their scope of practice to make a medical evaluation on the employee’s alleged/alleged/ stated illness, injury or medical incapacity, and such person is making the evaluation while on duty in their his/her respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, prescheduled and approved medical/dental appointments/treatments do not require medical verification. Electronic verification must be on the provider’s official letterhead. 2. Medical verification may also be required but only if required in advance. At the time the sick call is received, medical verification may only be requested in the following circumstances: a. a) An employee is unable to personally make the sick leave request to the designated supervisor. b. b) The sick leave requested falls on a date which the employee previously requested a form of leave covered by this MOU but was denied. c. c) An employee is sick for three (3) or more consecutive days. d. d) If an employee calls in sick on Thanksgiving Day, Christmas Day, New Year’s Eve or Super Bowl Sunday. e. e) An employee has a demonstrable pattern of sick leave usage and has received advanced written notice that, as a result, future absences will require a medical verification. The requirement of medical verification under this provision shall be reviewed no less than every one-hundred twenty (120) days and will be required for no longer than twelve (12) consecutive months. f. f) An employee is unable to work an involuntary overtime shift due to illness. Employees who fail to work an involuntary overtime shift due to illness shall not be authorized the use of sick leave for the unworked overtime. 3. When a medical verification is required, it will be submitted by the employee with the 998 form. The medical verification must provide the following information: a. a) The date the employee or the employee’s family member is evaluated either in person or via telemedicine examined by a licensed physician or other health care specialist/professional; b. b) The expected length of the employee’s absence and their his/her expected return to duty; c. c) Whether the employee is medically able to return to work; and d. d) The list of restrictions (if any) including, if applicable, any impairment to the employee’s ability to perform the duties of their his or her classification due to medication or treatment. 4. The Appointing Authority designee will ensure the medical clearance verification is consistent with the employee’s responsibility to perform all duties of their his/her class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of their his/her class, the Appointing Authority designee shall inform the appropriate management personnel of the employee’s condition and duty limitations. 5. An employee shall not be obligated to provide a medical verification after the fact. For example, if an employee calls in sick on the fifteenth (15th) of the month and a medical verification is not requested and then calls in sick on the sixteenth (16th) of the month and a medical verification is requested, the medical verification would be for the sixteenth (16th) only. This does not prohibit the Department from pursuing other administrative review or remedies if abuse is suspected. 6. If a returning employee is required to present medical clearance verification to the Appointing Authority designee, and the returning employee has a valid medical clearance verification from their his/her physician allowing said employee to return to work and, with reasonable notice by the employee or upon institution order, the employee presents themselves him/herself for medical clearance during normal business hours, Monday through Friday, the employee shall be allowed to return to paid status, but not use leave credits. If the employee does not have valid medical clearance verification from their his/her physician allowing said employee to return to work and present themselves him/herself for medical clearance by the Appointing Authority designee during normal business hours, Monday through Friday, the employee shall either continue on sick leave status or management approved leave credits until such time as clarifying medical documentation is obtained from the physician releasing the employee to work. 7. All medical information provided to the State shall be considered confidential. Under no circumstances will an employee be required to disclose the medical cause or nature of their his or their her, or his or her family member’s ’s, illness or injury to the State for sick leave approval.