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The County may choose not to pay an employee for paid sick leave taken in excess of three (3) <br />consecutive days until verification is provided. <br />If an employee is not satisfied with the County’s verification alternatives, they may consult with <br />the Washington State Department of Labor and Industries. <br />Additional Opinions <br />The County has the right to ask for a second opinion if it has reason to doubt the illness. The <br />County will pay for the employee to get a statement from a second doctor, which the County <br />will select. If necessary to resolve a conflict between the original physician statement and the <br />second opinion, the county will require the opinion of a third doctor. The County and the <br />employee will mutually select the third doctor, and the County will pay for the opinion. This <br />third opinion will be considered final. The employee will be provisionally entitled to sick leave <br />pending the second and/or third opinion. The County may deny sick leave to an employee who <br />refuses to release relevant medical records to the health care provider designated to provide a <br />second or third opinion. <br />Abuse of Sick Leave <br />Employees will not be disciplined for lawful exercise of sick leave rights. Misuse of sick leave is <br />grounds for disciplinary action, up to and including termination. Some examples of abuse are: <br /> Calling in sick the day before or the day after regularly scheduled days off with no evidence <br />of illness or injury. <br /> Calling in sick the day before or the day after a scheduled holiday or vacation with no <br />evidence of illness or injury. <br /> Calling in sick on a day where a previous request for that day off had been denied with no <br />evidence of illness or injury. <br />Leave Reinstatement and Cash Out <br />Reinstatement <br />If an employee leaves employment and is rehired within twelve (12) months of separati on, <br />accrued, unused paid sick leave will be reinstated to the employees paid sick leave bank . If the <br />employee is rehired within the same calendar year, all accrued, unused paid sick leave will be <br />reinstated. If the employee is rehired the following calendar year, but still within twelve (12) <br />months of separation, accrued, unused sick leave will be reinstated up to a maximum of forty <br />(40) hours. <br />