Common use of Sick Leave Reporting, Certification and Verification Clause in Contracts

Sick Leave Reporting, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW 49.76 - – Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resources Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resources Office with 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW 49.76 - – Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resource Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resource Office with 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW 49.76 - – Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resources Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resources Office with 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW 49.76 - – Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resource Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resource Office with 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resources Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resources Office with 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence LeaveLeave Act). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee.employee.‌ C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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.accommodation.‌‌‌

Sick Leave Reporting, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies Page 18 in accordance with RCW 49.76 - – Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resource Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resource Office with 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence LeaveLeave Act). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee.the C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW 49.76 - Domestic Violence Leave). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resource Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resource Office with 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, Certification and Verification. ‌ A. 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 RCW 49.76 - Domestic Violence Leave).Leave).‌ B. If the Employer suspects abuse, the Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absence. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If medical certification or verification is required for overtime eligible positions, it shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts the use of paid sick leave for an authorized purpose as an absence that may lead to or result in discipline against the employee. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days 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, Certification and Verification. ‌ A. An employee must promptly notify their supervisor on their 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, they will notify their the supervisor at least two (2) hours prior to their the scheduled time to report to work (excluding leave taken for emergencies in accordance with RCW theRCW 49.76 - – Domestic Violence LeaveLeave Act). B. If the Employer suspects abuse, the The Employer may discuss FMLA eligibility and/or require a written medical certificate for any sick leave absenceabsence explaining the nature of the illness or absence in circumstances where the Employer suspects an abuse of sick leave. Such medical certification or verification required of overtime-eligible employees shall be in accordance with the Minimum Wage Requirements and Labor Standards, RCW 49.46.210 and WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions. When a medical certificate is required, the Employer will state the reasons for suspicion of sick leave abuse. The Employer will not require continuous medical verification for longer than six (6) months as a result of the Employer suspecting abuse. If The required medical certification or verification is required for overtime eligible positions, it shall certificate will be in accordance with provided by the Minimum Wage Requirements and Labor Standards, RCW 49.46.210, WACs ▇▇▇-▇▇▇-▇▇▇ et seq. sick leave provisions and this Agreement. The Employer may not adopt or enforce any policy that counts employee to the use of paid sick leave for an authorized purpose as an absence that may lead Human Resource Office on the day the employee returns to or result in discipline against the employeework. C. An employee returning to work after any absence for a sick leave purpose that exceeds three (3) days absence may be required to provide the Human Resource Office with 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.