Sick Leave Reporting and Verification. Employees must promptly notify their supervisor on their first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, they will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act). Unless otherwise precluded by law, the Employer has reason to suspect abuse, the Employer may require a written medical certificate for any sick leave absence. An employee returning to work after any sick leave absence may be required to provide written certification from their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.
Sick Leave Reporting and Verification. Employees must notify their supervisor (or designee) as soon as reasonably possible when they will be absent due to illness or injury. If an employee is in a position where a relief replacement is necessary if they are absent, he or she will notify their supervisor at least two (2) hours prior to their scheduled time to report to work, whenever possible. The University may require a written medical verification for absences of three (3) or more consecutive days in accordance with RCW 49.46.210 (1)(b) and (c), or where there is reason to suspect sick leave abuse. Pursuant to RCW 49.46.210 and WAC 000-000-000, requirements for verification may not result in an unreasonable burden or expense on the employee and may not exceed privacy or verification requirements otherwise established by law.
30.4.1 Employees who are required to provide written verification for a particular absence will receive an oral or written notice memorializing that fact and informing them of the reason for the requirement before returning to work.
Sick Leave Reporting and Verification. An employee must promptly notify their supervisor on their first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, they will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act). Unless otherwise precluded by law, if the Employer establishes a pattern of abuse, the Employer may require a written medical certification for any sick leave absence consistent with that pattern. An employee returning to work after any sick leave absence, including, but not limited to, illness, Labor & Industries claim, FMLA, off work accident, may be required to provide written medical certification from the employee’s health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.
Sick Leave Reporting and Verification. A. An employee must promptly notify his or her supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if they are absent, he or she will notify the supervisor at least two (2) hours prior to the scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave Act).
B. The Employer may require a written medical certificate for any sick leave absence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. When a medical certificate is required, the Employer will state reasons for suspicion of sick leave abuse.
C. An employee returning to work after any sick leave absence may be required to provide the Human Resource Office with written certification from his or her health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.
Sick Leave Reporting and Verification a. Sick leave will be charged in six (6) minute increments.
b. The employee, unless physically unable to do so, must notify his or her supervisor as soon as the employee becomes aware that he or she will be absent from work and each day thereafter unless there is a mutual agreement to do otherwise.
c. For absences of more than three (3) consecutive days or where there is a reason to suspect leave abuse, the supervisor may require that an employee submit a certificate from a health care provider verifying the need for sick leave.
d. Before returning to work after the employee’s own serious health condition, the employee may be required to provide a fitness for duty certificate from a health care provider.
Sick Leave Reporting and Verification. A. In the absence of extenuating circumstances, an employee must promptly notify their supervisor on their first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if he or she is absent, they will notify their supervisor at least two (2) hours prior to their scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act).
B. An employee returning to work after any sick leave absence may be required to provide written certification from their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.
X. Xxxx leave must be reported by the employee on the appropriate absentee reporting form. Leave used for Family Medical Leave Act (FMLA) purposes should also be reported to Human Resources.
Sick Leave Reporting and Verification.
A. An employee must promptly notify their supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If the employee is in a position where a relief replacement is necessary, the employee shall notify their supervisor as soon as possible, and must provide at least two (2) hours’ notice prior to their scheduled time to report to work (excluding leave taken in accordance with Domestic Violence Leave). The supervisor may engage in a conversation with the employee regarding the potential duration of their absence but will not inquire regarding specific medical information that is protected by law.
B. If the Employer suspects abuse, the Employer may require a written medical certificate for any sick leave absence. The employer will notify the employee of the basis for the suspected abuse. Upon the employee’s written request, the Employer will consider removal from medical verification requirement and respond to the request in writing.
C. An employee returning to work after any sick leave absence may be required to provide written certification from their health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.
D. Medical certification or verification required for employees in overtime- eligible positions shall be in accordance with RCW 49.46.210 and WAC 000-000-000 and this agreement.
Sick Leave Reporting and Verification. A nurse must promptly notify his or her supervisor on the first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If the nurse is in a position where a relief replacement is necessary, the nurse shall make every effort to notify his or her supervisor or designated contact at least two (2) hours prior to his or her scheduled time to report to work (excluding leave taken for emergencies in accordance with the Domestic Violence Leave law). Nurses will complete a leave request form for any sick leave taken immediately upon his or her return to work. A nurse returning to work after any sick leave absence may be required to provide written certification from his or her health care provider when there is cause to suspect sick leave abuse; to assist agencies in protecting the nurses from returning to work too soon following an illness or injury; or to protect fellow employees or clients from contagious illness. A medical certificate must be required if the reason for the personal illness, as cited in Section 17.2 of this Article, continued for more than ten (10) continuous work days. Failure to provide a written medical certificate, when required, may result in the absence being treated as unauthorized leave without pay, which may be cause for disciplinary action.
Sick Leave Reporting and Verification. A. In the absence of extenuating circumstances, an employee must promptly notify his or her supervisor on his or her first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if he or she is absent, he or she will notify his or her supervisor at least two (2) hours prior to his or her scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act).
B. An employee returning to work after any sick leave absence may be required to provide written certification from his or her health care provider that the
C. Sick leave must be reported by the employee on the appropriate absentee reporting form. Leave used for Family Medical Leave Act (FMLA) purposes should also be reported to Human Resources.
Sick Leave Reporting and Verification. A. An employee must promptly notify his or her supervisor on his or her first day of sick leave and each day after, unless there is mutual agreement to do otherwise. If an employee is in a position where a relief replacement is necessary if he or she is absent, he or she will notify his or her supervisor at least two (2) hours prior to his or her scheduled time to report to work (excluding leave taken in accordance with the Domestic Violence Act).
B. If the Employer suspects abuse, the Employer may require a written medical certificate for any sick leave absence.
C. An employee returning to work after any sick leave absence may be required to provide written certification from his or her health care provider that the employee is able to return to work and perform the essential functions of the job with or without reasonable accommodation.
