Common use of Verification of Use Clause in Contracts

Verification of Use. 12 a. Pursuant to Multnomah County policy, Management must require 13 the completion of a certification form by the employee’s health care provider and any other 14 verification required for under the provisions of the FMLA, OFLA, or their successors. 15 b. The County may require an employee to submit written medical 16 verification from a health care provider to receive sick leave benefit for any non-FMLA or non- 17 OFLA condition under any of the following circumstances: 18 i. the employee has missed work due to illness for more than 19 three (3) consecutive work days; or 20 ii. the employee has requested leave that is scheduled to last 21 more than three (3) scheduled work days: or 22 iii. the employee has exhausted all sick leave; 23 iv. whenever the County can articulate reasonable cause to 24 believe that a misuse or abuse of sick leave has occurred, including questionable usage, 25 questionable patterns of usage or calling in sick on a previously denied day off, provided the 26 employee has been previously notified by a supervisor or Human Resources representative 27 that, due to such concerns, future verification may be required. After an employee has 28 exceeded the amount of sick leave protected under the Oregon Sick Time Law, employees 29 notified of such reasonable cause described in this paragraph may be required to furnish 30 certification as referenced above for each use of sick leave for a period not to exceed six (6) 31 months following the notice; 32 v. when the employee has exceeded the amount of sick leave 33 protected under the Oregon Sick Time Law and has called in sick five (5) or more times for 1 separate events in any six (6) month period, regardless of how the time is charged and the 2 employee has been notified by a supervisor or Human Resources representative that such 3 verification will be required for a period up to six (6) months following the notice.

Verification of Use. 12 a. i. Pursuant to Multnomah County policy, Management 13 must require 13 the completion of a certification form by the employee’s health care provider 14 and any other 14 verification required for under the provisions of the FMLA, OFLA, or their 15 successors. 15 b. 16 ii. The County may require an employee to submit written 17 medical 16 verification from a health care provider to receive sick leave benefit for any non- 18 FMLA or non-FMLA or non- 17 OFLA condition under any of the following circumstances: 18 i. (a) the employee has missed work due to illness for 20 more than 19 three (3) consecutive work days; or 20 ii. (b) the employee has requested leave that is 22 scheduled to last 21 more than three (3) scheduled work days: or 22 iii. (c) the employee has exhausted all sick leave;; or 23 iv. (d) whenever the County can articulate reasonable 25 cause to 24 believe that a misuse or abuse of sick leave has occurred, including questionable 26 usage, 25 questionable patterns of usage or calling in sick on a previously denied day off, 27 provided the 26 employee has been previously notified by a supervisor or Human Resources 28 representative 27 that, due to such concerns, future verification may be required. After an 29 employee has 28 exceeded the amount of sick leave protected under the Oregon Sick Time 30 Law, employees 29 notified of such reasonable cause described in this paragraph may be 1 required to furnish 30 certification as referenced above for each use of sick leave for a period 2 not to exceed six (6) 31 months following the notice;; or 32 v. (e) when the employee has exceeded the amount 4 of sick leave 33 protected under the Oregon Sick Time Law and has called in sick five (5) or 5 more times for 1 separate events in any six (6) month period, regardless of how the time is 6 charged and the 2 employee has been notified by a supervisor or Human Resources 7 representative that such 3 verification will be required for a period up to six (6) months 8 following the notice.

Verification of Use. 12 a. 15 i. Pursuant to Multnomah County policy, Management 16 must require 13 the completion of a certification form by the employee’s health care provider 17 and any other 14 verification required for under the provisions of the FMLA, OFLA, or their 18 successors. 15 b. 19 ii. The County may require an employee to submit written 20 medical 16 verification from a health care provider to receive sick leave benefit for any non- 21 FMLA or non-FMLA or non- 17 OFLA condition under any of the following circumstances: 18 i. 22 (1) the employee has missed work due to illness for 23 more than 19 three (3) consecutive work days; or 20 ii. 24 (2) the employee has requested leave that is 25 scheduled to last 21 more than three (3) scheduled work days: or 22 iii. 26 (3) the employee has exhausted all sick leave;; or 23 iv. 27 (4) whenever the County can articulate reasonable 28 cause to 24 believe that a misuse or abuse of sick leave has occurred, including questionable 29 usage, 25 questionable patterns of usage or calling in sick on a previously denied day off, 30 provided the 26 employee has been previously notified by a supervisor or Human Resources 31 representative 27 that, due to such concerns, future verification may be required. After an 1 employee has 28 exceeded the amount of sick leave protected under the Oregon Sick Time 2 Law, employees 29 notified of such reasonable cause described in this paragraph may be 3 required to furnish 30 certification as referenced above for each use of sick leave for a period 4 not to exceed six (6) 31 months following the notice;; or 32 v. 5 (5) when the employee has exceeded the amount 6 of sick leave 33 protected under the Oregon Sick Time Law and has called in sick five (5) or 7 more times for 1 separate events in any six (6) month period, regardless of how the time is 8 charged and the 2 employee has been notified by a supervisor or Human Resources 9 representative that such 3 verification will be required for a period up to six (6) months 10 following the notice.

Verification of Use. 12 23 a. Pursuant to Multnomah County policyPolicy, Management must 24 require 13 the completion of a certification form by the employee’s health care provider 25 and any other 14 verification required for under the provisions of the FMLA, OFLA, or their 26 successors. 15 27 b. The County may require an employee to submit written 28 medical 16 verification from a health care provider to receive sick leave benefit for any non-FMLA or non- 17 OFLA condition under any 29 of the following circumstances: 18 30 i. the The employee has missed work due to illness or 31 injury for more than 19 three (3) consecutive work days; or 20 1 ii. the The employee has requested leave that is 2 scheduled to last 21 more than three (3) scheduled work days: ; or 22 3 iii. the employee has exhausted all sick leave; 23 iv. whenever Whenever the County can articulate reasonable 4 cause to 24 believe that a misuse or abuse of sick leave has occurred, including 5 questionable usage, 25 questionable patterns of usage or calling in sick on a previously 6 denied day off, provided the 26 employee has been previously notified by a supervisor or 7 Human Resources representative 27 that, due to such concerns, future verification may 8 be required. After an employee has 28 exceeded the amount of sick leave protected under 9 the Oregon Sick Time Law, employees 29 notified of such reasonable cause described in 10 this paragraph may be required to furnish 30 a certification as referenced above for each use of sick leave for 11 a period not to exceed six (6) 31 months following the notice;. 32 v. when 12 iv. When the employee has exceeded the amount of 13 sick leave 33 protected under the Oregon Sick Time Law and has called in sick five (5) or 14 more times for 1 separate events in any six (6) month period, regardless of how the time 15 is charged charged, and the 2 employee has been notified by a supervisor or Human Resources 16 representative that such 3 verification will be required for a period of up to six (6) months 17 following the notice.

Verification of Use. 12 a. 28 i. Pursuant to Multnomah County policy, Management 29 must require 13 the completion of a certification form by the employee’s health care provider 30 and any other 14 verification required for under the provisions of the FMLA, OFLA, or their 31 successors. 15 b. 1 ii. The County may require an employee to submit written 2 medical 16 verification from a health care provider to receive sick leave benefit for any non- 3 FMLA or non-FMLA or non- 17 OFLA condition under any of the following circumstances: 18 i. 4 (a) the employee has missed work due to illness for 5 more than 19 three (3) consecutive work days; or 20 ii. 6 (b) the employee has requested leave that is 7 scheduled to last 21 more than three (3) scheduled work days: or 22 iii. 8 (c) the employee has exhausted all sick leave;; or 23 iv. 9 (d) whenever the County can articulate reasonable 10 cause to 24 believe that a misuse or abuse of sick leave has occurred, including questionable 11 usage, 25 questionable patterns of usage or calling in sick on a previously denied day off, 12 provided the 26 employee has been previously notified by a supervisor or Human Resources 13 representative 27 that, due to such concerns, future verification may be required. After an 14 employee has 28 exceeded the amount of sick leave protected under the Oregon Sick Time 15 Law, employees 29 notified of such reasonable cause described in this paragraph may be 16 required to furnish 30 certification as referenced above for each use of sick leave for a period 17 not to exceed six (6) 31 months following the notice; 32 v. when the employee has exceeded the amount of sick leave 33 protected under the Oregon Sick Time Law and has called in sick five (5) or more times for 1 separate events in any six (6) month period, regardless of how the time is charged and the 2 employee has been notified by a supervisor or Human Resources representative that such 3 verification will be required for a period up to six (6) months following the notice.; or