Medical Documentation. The teacher must supply a letter from a medical 3 doctor, who treated the patient, stating that in his/her opinion, there is a strong 4 probability that the illness was contracted at school.
Medical Documentation. Medical documentation to substantiate the legitimate use of sick leave may be required by supervisors.
Medical Documentation. When an employee is absent more than five (5) consecutive work days on sick leave, the employee upon their return to work shall submit a signed document from their medical provider stating that the absence was medically necessary, and any work restrictions, if applicable. If the employee is given work restrictions by their medical provider upon their return to work, the employee will be referred to the City of Xxxxxxx’x XXX Coordinator.
Medical Documentation. Each employee is allowed three (3) separate personal sick xxxx offs and three (3) separate family sick xxxx offs, if applicable, per year without submitting supporting medical documentation. Upon return to work from each subsequent sick xxxx off, employees must provide their supervisor a signed medical professional's document justifying the reason for the xxxx off. Failure to submit this documentation will result in the person being marked leave without pay for each day the employee was absent from work. This documentation is not required to justify an absence on a day in which the employee departs work because of illness.
Medical Documentation. The employee must furnish a letter from a medical doctor, 25 who treated the patient, stating that in his/her opinion, there is a strong probability that the 26 illness was contracted on the job.
Medical Documentation. (a) If requested, an employee must provide medical documentation supporting the absence to their employment supervisor that includes confirmation of an in-person assessment by a physician; workplace restrictions, if any; and a return to work or reassessment date. Where the requested medical documentation includes the foregoing information, the Employer will, to a maximum of $50.00, reimburse the Employee 50% of the cost of the first medical documentation requested for each period of absence due to personal illness or injury regardless of length.
Medical Documentation. Medical documentation, supporting documentation, and a report of the cause of all injuries, whether original or recurrent must be submitted by the employee to the Human Resources Section of the Division of Fire (Administrative Bureau) within a reasonable time following the employee's consultation with his physician. The employee shall consult with his physician within a reasonable period of time after the injury occurs. [Such initial documentation may be supplemented subsequent to initial submission.] Signatures of the employee's immediate supervisor, Fire Chief or designee, and the Appointing Authority are required thereafter, for submission of the claim to the Department of Human Resources.
Medical Documentation. Employees may be required to produce proof of illness and proof of fitness to return to work in the form of medical documentation from a duly qualified medical doctor for illness of three (3) days or more. The Employer may require medical documentation for illness which is shorter than three (3) days if:
Medical Documentation. An employee is required to provide verification of sick leave when an employee is out sick more than 15 days in a calendar year or when an employee is out 5 consecutive days. The County will reimburse the employee half the amount toward the cost of obtaining such verification. (NOTE: Documentation can be required form first day of illness. “Verification” means that the employee is required to provide a written statement by a reputable treating physician substantiating any illness. The physician certification must indicate that employee was not physically able to perform any duty connected with their job and must give a diagnosis of illness. The County may require the employee to submit to examination by a physician appointed by the County.
Medical Documentation. The employee is responsible for providing the University disability manager or other appropriate University representative with medical documentation regarding the employee’s disability and how it limits the employee’s ability to perform the essential functions of the job. The University may require that a University-appointed licensed healthcare provider examine the employee and/or confirm the documentation provided by the employee. In such a case, the University will pay the costs of the University-appointed health care provider.
