Certificate of Recovery and Fitness. If an employee is requested to do so by the Department Head, or his designee, a Certificate of Recovery and Fitness shall be submitted by the employee upon return to work from any illness that required the use of sick leave for four (4) or more consecutive scheduled working days. Such certificate shall be signed by a physician and shall state that the employee is capable of returning to work. The Department Head or his designee may require that an employee submit a Certificate of Recovery and Fitness if there is reason to believe that an employee is abusing sick leave.
Certificate of Recovery and Fitness. A Certificate of Recovery and Fitness shall be submitted by the employee upon return to work from any illness that required the use of sick leave for three (3) or more consecutive scheduled working days if the employee is requested to do so by the Fire Chief or his/her designee. Such certificate shall be signed by a physician and shall state that the employee is capable of returning to work. The Fire Chief, or his/her designee, can require that an employee submit a Certificate of Recovery and Fitness because of extensive use of sick leave. "Extensive" shall mean in excess of six (6) incidents of sick leave usage in a 12- month period.
Certificate of Recovery and Fitness. If an employee is requested to do so by the Department Head, or his designee, a Certificate of Recovery and fitness shall be submitted by the employee upon return to work from any illness that required the use of sick leave for four (4) or more consecutive scheduled working days. Such certification shall be signed by a health care provider as defined under the Family and Medical Leave Act, 29 USC Sec. 2611(6) and 29 CFR Sec. 825.118 and shall state that the employee is capable of returning to work. The Department Head or his designee may require that an employee submit a Certificate of Recovery and Fitness because of excessive use of sick leave, not covered by FMLA. The employee will be notified in writing in advance when a Certificate of Recovery will be required. No such certificate of Recovery and Fitness shall be required contrary to the provisions and regulations of the Family and Medical Leave Act (FMLA) as amended 2009 and Health Insurance Portability and Accountability Act of 1996, as amended (HIPAA), 29 USC Sec. 1181 et seq.
Certificate of Recovery and Fitness. A Certificate of Recovery and Fitness shall be submitted by the employee upon return to work from any illness that required the use of sick leave for three (3) or more consecutive scheduled working days if
Certificate of Recovery and Fitness. If an employee is requested to do so by the Department Head or his designee, a Certificate of Recovery and Fitness shall be submitted by the employee upon return to work from any illness that required the use of sick leave for five (5) or more consecutive scheduled working days. Such certificate shall be signed by a physician and shall state that the employee is capable of returning to work. The Department Head or designee may require that an employee submit a Certificate of Recovery and Fitness because of extensive use of sick leave. The employee will be notified in writing in advance when a Certificate of Recovery will be required. "Extensive" shall mean in excess of eight (8) incidents of sick leave usage in the preceding 12-month period. Incident of Use (Sick Leave): Any period of continuous absence or intermittent for the same reason, or the use of sick leave for an individual condition that requires repeated treatment. Use of sick leave for funeral attendance or a scheduled medical, vision, or dental appointment or for the care of immediate family members shall not constitute an incident of sick leave. A Certificate of Recovery and Fitness may also be required after an employee has used six (6) incidents of sick leave in conjunction with holidays and/or regular days off in the preceding twelve (12) month period. Patterns of use of leave; patterns of use of leave in conjunction with holidays and/or employees’ regular day off; failure to provide appropriate documentation to substantiate leave when required and in accordance with this article and use of sick leave beyond that accrued by the employee may be considered abuse of sick leave and grounds for disciplinary actions.
