Xxxx Leave Verification. The City may, in its discretion, require a doctor's certificate and/or a personal sworn affidavit stating that the employee is unable to perform the essential functions of his or her job in order to determine eligibility for sick leave. If an employee is to be required to furnish a doctor's certificate, the employee shall be notified by his or her supervisor that a doctor's certificate shall be required when the employee notifies the City that he or she will be absent by reason of illness or disability. Sick leave verification may be requested at any time it appears there is a pattern or practice of sick leave use that could be related to abuse, regardless of whether or not the individual has a sick leave balance on the books. Exhaustion of sick leave balances does not automatically trigger the verification requirement. When verification is required, the employee must show immediate improvement. Sick leave will then be monitored for a period of six-months. If at any time during that period there is any abuse of sick leave, the employee will be subject to disciplinary action up to and including termination.
Xxxx Leave Verification. Employees absent from work because of illness, injury, or quarantine, or for non-emergency medical, dental or optical care may be required to furnish the appointing authority or designee with satisfactory proof as may be required by the appointing authority or designee that such absence was the cause. The requirement, need and form for such verification shall be made known to the employee in advance of any absence, but no later than the time the employee calls in sick, provided that the employee has complied with departmental call-in procedures. A Manager shall not require "after the fact" verification. The requirement and the need for medical verification shall be confirmed to the employee in writing within two (2) weeks after the employee’s return, explaining the justification for the request.
Xxxx Leave Verification. 1. The University may require reasonable documentation regarding an employee’s leave absence when absences exceed three consecutive scheduled days of work.
2. When medical documentation is required by the University, it shall be from a health practitioner licensed by the state in which he or she practices to diagnose and certify illness or disability or from an authorized representative of a recognized treatment program.
3. Employees who have unscheduled absences due to illness on a scheduled work day preceding or following a holiday may be required to bring a medical verification of illness to the employee’s supervisor on the employee’s return to work in order for the absence to be authorized as sick leave.
Xxxx Leave Verification. The City may, in its discretion, require a medical provider’s certificate and/or a personal sworn affidavit stating that the employee is unable to perform the essential functions of his or her job in order to determine eligibility for sick leave. If an employee is to be required to furnish a doctor's certificate, the employee shall be notified by his or her supervisor that a medical providers certificate shall be required when the employee notifies the City that he or she will be absent by reason of illness or disability of themselves or an immediate family member. Sick leave verification may be requested at any time it appears there is a pattern or practice of sick leave use that could be related to abuse, regardless of whether or not the individual has a sick leave balance on the books. Exhaustion of sick leave balances does not automatically trigger the verification requirement. When verification is required, the employee must show immediate improvement in leave usage. Sick leave will then be monitored for a period of six-months. If at any time during that period there is any abuse of sick leave, the employee will be subject to disciplinary action up to and including termination.
Xxxx Leave Verification. The City may, in its discretion, require a doctor's certificate or personal sworn affidavit verifying that the employee is unable to perform the duties of his or her job and the nature of the limitations and restrictions due to the disability injury or illness of the employee or illness or injury of immediate family members in order to determine eligibility for use of sick leave.
Xxxx Leave Verification. The City may, in its discretion, require a doctor’s certificate and/or a personal sworn affidavit stating that the employee is unable to perform the essential functions of their job in order to determine eligibility for sick leave. If an employee is required to furnish a doctor's certificate for absences of three days or less, the employee must have been notified of such requirement by the Chief of Police or his or her designee, with the approval of the City Manager or his or her designee, at least 24 hours before the time the employee notifies the department that he or she will be absent because of illness or disability.
Xxxx Leave Verification. Paid Time Off
Xxxx Leave Verification. The City may, in its discretion, require a doctor's certificate and/or a personal sworn affidavit stating that the employee is unable to perform the essential functions of his or her job. If an employee is to be required to furnish a doctor's certificate, the employee shall be notified by his or her supervisor that a doctor's certificate shall be required when the employee notifies the City that he or she will be absent by reason of illness or disability. Sick leave verification may be requested at any time it appears to the Appointing Authority there is a pattern or practice of sick leave use that could be related to abuse, regardless of whether the individual has a sick leave balance on the books. An employee’s exhaustion of his or her sick leave balances will not automatically trigger the verification requirement. However, when verification is required, the employee must show an immediate improvement in his or her use of sick leave. Sick leave usage will be monitored for a period of six months. If at any time during that period there is any abuse of sick leave, the employee will be subject to disciplinary action up to and including termination.
Xxxx Leave Verification. The District may take reasonable means to verify the employee’s eligibility for sick leave. Upon prior written notice, an employee, at his or her expense may be required to provide a doctor’s statement which demonstrates to the satisfaction of the District, eligibility for sick leave as defined above, for any sick leave incident.
1. date and time of treatment;
2. duration of illness;
Xxxx Leave Verification. 1. An acceptable "medical verification" for sick leave use is a document signed 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 his/her respective employment relationship within a health care facility or medical practice. Unless requested at the time of approval, pre-scheduled and approved medical/dental appointments/treatments do not require medical verification.
2. In addition to medical verification requirements for employees who are on "Extraordinary Use of Sick Leave" status, medical verification may also be required, only if required in advance, in the following kinds of 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. Medical verification is always required if an employee calls in sick on Thanksgiving Day, Christmas Day, or New Years Eve. The employee must be seen by a licensed practitioner on the day of occurrence as defined in C.1. above.
3. When a medical verification is required, the medical verification must provide the following information:
a. The date the employee or the employee's family member is examined by a licensed physician or other health care specialist/professional;
b. The expected length of the employee's absence and his/her expected return to duty;
c. 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 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 his/her class. If the medical clearance verification is not consistent with the employee’s responsibility to perform all duties of his/her class, the Appointing Authority designee shall inform management of the employee’s condition and duty limitations.
5. An employee shall not be requested to provide a medical verification after the fact. For example, if an employee calls in sic...
