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. 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).
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.
Sick Leave Reporting and Verification a. Sick leave will be charged in six (6) minute increments.
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. 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. 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. Upon returning to work, the employee shall report the general reason per Section 12.2 for the sick leave. A medical certificate may be required when there is cause to suspect sick leave abuse; to assist agencies in protecting the employee from returning to work too soon following an illness or injury; or to protect fellow employees or clients from contagious illness. The Employer will not require continuous medical verification for longer than seven (7) months as a result of the suspected abuse. A medical certificate must be required if the reason was personal illness and the absence continued for more than ten (10) continuous working days.
Sick Leave Reporting and Verification. A nurse 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 nurse is in a position where a relief replacement is necessary, the nurse shall make every effort to notify their supervisor or designated contact at least two (2) hours (3 hours for nurses who work at Special Commitment Center (SCC) on XxXxxx Island) prior to their 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 their return to work. A nurse returning to work after any sick leave absence may be required to provide written certification from their 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
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 certificate for absences of three (3) or more consecutive days or where there is reason to suspect sick leave abuse.
Sick Leave Reporting and Verification. An employee must notify their supervisor as soon as the employee becomes aware that the employee will be absent from or late arriving to work. Failure to notify the supervisor prior to the start of the scheduled work shift will result in unauthorized leave without pay until the employee notifies their supervisor, at which time the unauthorized leave may be changed to authorized leave. The University may require a written medical certificate for any sick leave absence of more than three (3) work days provided that the verification does not result in an unreasonable burden or expense on the employee. If medical verification is required for employees it shall be in accordance with the provisions of RCW 49.46.201 and WAC 296.128.
