Common use of Verification of Use Clause in Contracts

Verification of Use. 27 a. Pursuant to Multnomah County policy, Management must 28 require the completion of a certification form by the employee’s health care provider 29 and any other verifications required for under the provisions of the FMLA, OFLA, or 30 their successors. 31 b. The County may require an employee to submit written 1 medical verification from a health care provider due to non-FMLA and non-OFLA 2 covered illness or injury under the following conditions: 3 i. The employee has been absent for more than three 4 (3) consecutive works days; or 5 ii. The employee has requested leave that is 6 scheduled to last more than three (3) scheduled work days; or 7 iii. The employee has exhausted all sick leave; or 8 iv. The employee commences sick time without 11 provides notice to the County as soon as is practicable; or 12 v. When the employee has exceeded the amount of 13 sick leave protected under the Oregon Sick Leave Law and has had five (5) or more 14 events with less than twenty-four (24) hours’ notice in a six (6) month period; or 15 vi. Management suspects that an employee is abusing 16 sick time, including engaging in a pattern of sick leave abuse. “Pattern of sick leave 17 abuse” includes, but is not limited to, repeated use of unscheduled sick time on or 18 adjacent to weekends, holidays, vacation days, or paydays. After an employee has 19 exceeded the amount of sick leave protected under the Oregon Sick Leave Law, an 20 employee may be required to submit written medical verification when management 21 reasonably believes that the absence may not be bona fide. 22 If medical verification is requested, the County will pay any and 23 all reasonable costs, including lost wages, associated with obtaining medical 24 verification that are not covered under the employee’s health benefit plan in which 25 the employee is enrolled.

Verification of Use. 27 21 a. Pursuant to Multnomah County policy, Management must 28 22 require the completion of a certification form by the employee’s health care provider 29 23 and any other verifications required for under the provisions of the FMLA, OFLA, or 30 24 their successors. 31 25 b. The County may require an employee to submit written 1 26 medical verification from a health care provider due to non-FMLA and non-OFLA 2 27 covered illness or injury under the following conditions: 3 28 i. The employee has been absent for more than three 4 29 (3) consecutive works days; or 5 30 ii. The employee has requested leave that is 6 31 scheduled to last more than three (3) scheduled work days; or 7 1 iii. The employee has exhausted all sick leave; or 8 2 iv. The employee commences sick time without 11 3 providing prior notice required by the County, unless medical circumstances prevent 4 the employee from providing notice prior to commencing sick time and the employee 5 provides notice to the County as soon as is practicable; or 12 6 v. When the employee has exceeded the amount of 13 7 sick leave protected under the Oregon Sick Leave Law and has had five (5) or more 14 8 events with less than twenty-four (24) hours’ notice in a six (6) month period; or 15 9 vi. Management suspects that an employee is abusing 16 sick time, including engaging in a pattern of sick leave abuse. “Pattern of sick leave 17 11 abuse” includes, but is not limited to, repeated use of unscheduled sick time on or 18 12 adjacent to weekends, holidays, vacation days, or paydays. After an employee has 19 13 exceeded the amount of sick leave protected under the Oregon Sick Leave Law, an 20 14 employee may be required to submit written medical verification when management 21 15 reasonably believes that the absence may not be bona fide. 22 16 If medical verification is requested, the County will pay any and 23 all reasonable 17 costs, including lost wages, associated with obtaining medical 24 verification that are not 18 covered under the employee’s health benefit plan in which 25 the employee is enrolled.

Verification of Use. 27 17 a. Pursuant to Multnomah County policy, Management management must 28 18 require the completion of a certification form by the employee’s health care provider 29 19 and any other verifications required provided for under the provisions of the FMLA, OFLA, or 30 20 their successors. 31 21 b. The County may require an employee to submit written 1 medical verification from a health care provider of absence 22 due to non-FMLA and non-OFLA 2 covered illness or injury qualified protected sick time under the following conditions: 3 23 i. The employee has been absent missed work due to illness for 24 more than three 4 (3) consecutive works work days; or 5 25 ii. The employee has requested leave that is 6 26 scheduled to last more than three (3) scheduled work days; or 7 27 iii. The employee has exhausted all sick leave; or 8 28 iv. The employee commences sick time without 11 29 providing prior notice required by the County, unless medical circumstances prevent 30 the employee from providing notice prior to commencing sick time and the employee 31 provides notice to the County as soon as is practicable; or 12 1 v. When the employee has exceeded the amount of 13 sick leave protected under the Oregon Sick Leave Law and has had five (5) or more 14 events with less than twenty-four (24) hours’ notice in a six (6) month period; or 15 vi. Management reasonably suspects that an 2 employee is abusing 16 sick time, including engaging in a pattern of sick leave abuse. 3 vi. “Pattern of sick leave 17 abuse” includes, but is not limited to, repeated use of unscheduled sick time on or 18 adjacent to weekends, holidays, vacation days, or paydays. After an employee has 19 exceeded the amount of sick leave protected under the Oregon Sick Leave Law, an 20 employee may be required to submit written medical verification when management 21 reasonably believes that the absence may not be bona fide. 22 If medical verification is requested, the County will 4 pay any and 23 all reasonable costs, including lost wages, costs associated with obtaining medical 24 verification. 5 c. The County may require an employee to submit written 6 medical verification that are not of absence due to non-FMLA, non-OFLA, and non-protected 7 Oregon sick leave covered illness or injury from an employee’s physician or other 8 acceptable verification of eligibility to receive sick leave benefit under any of the 9 following conditions: 10 i. Whenever the employee’s health benefit plan absence exceeds three 11 (3) consecutive workdays for a given event; 12 ii. Whenever the County can articulate reasonable 13 cause to believe that a misuse or abuse of sick leave has occurred, including but not 14 limited to questionable usage, questionable patterns of usage or calling in which 25 sick on a 15 previously denied day off, provided the employee has been previously notified by a 16 supervisor or Human Resources representative in writing that, due to such concerns, 18 Employees notified of such reasonable cause may be required to furnish a certification 19 for each use of sick leave for a period not to exceed six (6) months following the notice. 20 d. If the employee is enrolledrequired to provide medical verification, 21 the County will pay the out-of-pocket cost not covered by insurance or another benefit 22 plan.

Verification of Use. 27 16 a. Pursuant to Multnomah County policy, Management must 28 17 require the completion of a certification form by the employee’s health care provider 29 and 18 any other verifications verification required for under the provisions of the FMLA, OFLA, or 30 their 19 successors. 31 20 b. The County Management may require an employee to submit written 1 medical verification from a health care provider of absence due 21 to non-FMLA and non-OFLA 2 covered illness or injury qualified protected sick time under the following conditions: 3 22 i. The employee has been absent missed work due to illness for more 23 than three 4 (3) consecutive works work days; or 5 24 ii. The employee has requested leave that is 6 scheduled 25 to last more than three (3) scheduled work days; or 7 26 iii. The employee has exhausted all sick leave; or 8 27 iv. The employee commences sick time without 11 providing 28 prior notice required by the County, unless medical circumstances prevent the employee 29 from providing notice prior to commencing sick time and the employee provides notice to 30 the County as soon as is practicable; or 12 1 v. When Management reasonably believes that the absence 2 may not be bona fide, including engaging in a pattern of sick leave abuse. 3 vi. If medical verification is requested, the County will pay 4 any and all reasonable costs associated with obtaining medical verification. 5 c. The County may require an employee to submit written 6 medical certification of eligibility from a health care provider to receive sick leave for any 7 non-FMLA, non-OFLA, and non-protected Oregon sick leave condition under the 8 following conditions: 9 i. The employee has exceeded the amount of 13 been absent for more than three (3) 10 consecutive work days; or 11 ii. The employee has exhausted all sick leave protected under the Oregon Sick Leave Law and leave; or 12 iii. The employee has had five (5) or more 14 events with less 13 than twenty-four (24) hours’ hours notice in a six (6) month period; or 15 vi14 iv. Management suspects that an employee is abusing 16 sick time, including engaging in a pattern of sick leave abuse. “Pattern of sick leave 17 abuse” includes, but is not limited to, repeated use of unscheduled sick time on or 18 adjacent to weekends, holidays, vacation days, or paydays. After an employee has 19 exceeded the amount of sick leave protected under the Oregon Sick Leave Law, an 20 employee may be required to submit written medical verification when management 21 reasonably believes that the absence 15 may not be bona fide. 22 If medical verification is requested, the County will pay any and 23 all reasonable costs, including lost wages, associated with obtaining medical 24 verification that are not covered under the employee’s health benefit plan in which 25 the employee is enrolled.

Verification of Use. 27 21 a. Pursuant to Multnomah County policy, Management must 28 22 require the completion of a certification form by the employee’s health care provider 29 23 and any other verifications required for under the provisions of the FMLA, OFLA, or 30 24 their successors. 31 25 b. The County may require an employee to submit written 1 26 medical verification from a health care provider due to non-FMLA and non-OFLA 2 27 covered illness or injury under the following conditions: 3 28 i. The employee has been absent for more than three 4 29 (3) consecutive works days; or 5 30 ii. The employee has requested leave that is 6 31 scheduled to last more than three (3) scheduled work days; or 7 1 iii. The employee has exhausted all sick leave; or 8 2 iv. The employee commences sick time without 11 3 providing prior notice required by the County, unless medical circumstances prevent 4 the employee from providing notice prior to commencing sick time and the employee 5 provides notice to the County as soon as is practicable; or 12 6 v. When the employee has exceeded the amount of 13 7 sick leave protected under the Oregon Sick Leave Law and has had five (5) or more 14 8 events with less than twenty-four (24) hours’ notice in a six (6) month period; or 15 9 vi. Management suspects that an employee is abusing 16 sick time, including engaging in a pattern of sick leave abuse. “Pattern of sick leave 17 11 abuse” includes, but is not limited to, repeated use of unscheduled sick time on or 18 12 adjacent to weekends, holidays, vacation days, or paydays. After an employee has 19 13 exceeded the amount of sick leave protected under the Oregon Sick Leave Law, an 20 14 employee may be required to submit written medical verification when management 21 15 reasonably believes that the absence may not be bona fide. 22 16 If medical verification is requested, the County will pay any and 23 17 all reasonable costs, including lost wages, associated with obtaining medical 24 18 verification that are not covered under the employee’s health benefit plan in which 25 19 the employee is enrolled.