Sick Leave Policy - 01.16.18 - Laserfiche WebLink

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When an employee or the employee’s immediate family member has been a victim of domestic violence, sexual assault or stalking, the employee’s choice of any of the following documents, or any combination thereof, satisfy this verification requirement:  Documentation from any of the following persons from whom an employee or an employee’s family member sought assistance in addressing the domestic violence situation indicating that the employee or the employee’s immediate family member is a victim: o An advocate for victims of domestic violence, sexual assault, or sta lking; o An attorney; o A member of the clergy; or o A medical professional. When an employee is absent due to the closure of the employee’s child’s school or place of care by a public official due to health-related reasons:  Notice of closure by a public official that the employee received regarding employee’s child’s school or place of care. Please note:  Employees are not required to provide any details concerning the specific nature of the health condition in order to use paid sick leave, unless otherwise required by law.  Any information an employee provides will be kept confidential. Unreasonable Burden or Expense for Verification If an employee believes obtaining verification for use of paid sick leave would result in an unreasonable burden or expense, the employee must explain why. Within ten (10) calendar days of receiving the verification form, Human Resources will work with an employee to identify an alternative for the employee to meet the verification requirement in a way that does not result in an unreasonable burden or expense. Possible options may include, but are not limited to:  Providing a note of explanation in lieu of other forms of verification;  Exempting you from the verification requirement based on your explanation; or  At the County’s discretion, mitigating your out-of-pocket expenses associated with obtaining medical verification.