Common use of Return to Duty Verification Clause in Contracts

Return to Duty Verification. An employee returning to work after a serious Health condition under the FMLA, obtaining emergency or urgent care, or sick leave absence of five (5) or more consecutive days 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. Employees required to provide a return to duty release will receive an oral or written notice before returning to work memorializing that fact. The return to duty release must be received by the University before the employee returns to work.

Return to Duty Verification. An employee returning to work after a serious Health health condition under the FMLA, obtaining emergency or urgent care, or sick leave absence of five (5) or more consecutive days 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. Employees required to provide a return to duty release will receive verbal an oral or written notice before returning to work memorializing that fact. The return to duty release must be received by the University before the employee returns to work.

Return to Duty Verification. An employee returning to work after a serious Health health condition under the FMLA, obtaining emergency or urgent care, or sick leave absence of five three (3)five (5) or more consecutive days 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. Employees required to provide a return to duty release will receive an oral verbal or written notice before returning to work memorializing that fact. The return to duty release must be received by the University before the employee returns to work.

Return to Duty Verification. An employee returning to work after a serious Health health condition under the FMLA, obtaining emergency or urgent care, or sick leave absence of five (5) or more consecutive days 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. Employees required to provide a return to duty release will receive an oral verbal or written notice before returning to work memorializing that fact. The return to duty release must be received by the University before the employee returns to work.