Verification of Ability to Return to Work Sample Clauses

Verification of Ability to Return to Work. A unit member who has been absent due to illness, injury, or quarantine for more than five (5) consecutive academic days shall submit to the immediate manager a signed statement from his/her licensed physician or licensed practitioner stating that he/she is able to resume his/her District responsibilities.
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Verification of Ability to Return to Work. An employee absent under the provisions of paragraphs A, E or F of this Article for five (5) or more consecutive days may 4 be required to provide acceptable verification of ability to return to work and render services to the District prior to returning to work. The employee may be required to be 5 examined by a physician designated by the District and at the District's expense and without deduction of any leave benefits of the employee.
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Verification of Ability to Return to Work. An employee absent due to accident or illness of a serious nature or prolonged period of time or on a workers’ compensation leave may be required to provide a physician’s written verification of ability to return to work and render regular employment service to the District prior to returning to work.
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Verification of Ability to Return to Work. 8.17 An employee absent under the provisions of paragraphs relating to extended illness, industrial accident leave, or health leave for 15 or more consecutive days, may be required to provide a physician's verification of ability to return to work and render service to the Employer without limitation or restriction prior to returning to work.
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Related to Verification of Ability to Return to Work

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code.

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

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