Employee Sickness Absence Policy

EMPLOYEE SICKNESS ABSENCE POLICY

Employer Name:    Effective Date:

Purpose

This policy sets forth the rules, procedures, and employee and employer responsibilities relating to sickness absence, medical certification, pay entitlements, return-to-work requirements, and related recordkeeping. It is intended to ensure consistent administration, protect workplace health, and comply with applicable federal, state, and local leave and disability laws.

Scope

This policy applies to all employees of the Employer, including full-time, part-time, and temporary employees, unless otherwise superseded by a collective bargaining agreement or statutory requirement.

Definitions

For purposes of this policy: "Sickness absence" means an absence from scheduled work due to an employee's own illness or injury, or required medical or dental treatment. "Medical certification" means documentation from a licensed health care provider verifying the nature and expected duration of the condition.

Reporting an Absence

Employees must notify their manager or the designated human resources representative as soon as practicable and, except in emergency situations, no later than before the scheduled start of the workday. Notification must include the reason for absence and expected return date.

Medical Certification and Verification

The Employer may require medical certification for any sickness absence. Where requested, an employee must provide a certification from a licensed health care provider stating the nature of the illness, dates unable to work, and any work restrictions. For absences of consecutive workdays or more, medical certification will be required upon return unless otherwise specified by applicable law.

The Employer reserves the right to require a second medical opinion at the Employer's expense where there is a legitimate question regarding the validity of a medical certification.

Paid Sick Leave and Pay Treatment

Employees eligible for paid sick leave shall follow the Employer's accrual and usage rules. Pay during sickness absence will be determined based on accrued sick time, and where applicable, other paid leave entitlements. Unpaid leave may be granted where paid leave is exhausted, subject to applicable law.

Employees must accurately report leave usage; falsification of time or a claim for paid leave may result in disciplinary action up to and including termination.

Reasonable Accommodation and Return-to-Work

Employees who require accommodation related to a medical condition should notify Human Resources. The Employer will engage in an interactive process to determine reasonable accommodations in accordance with applicable disability and leave laws. A fitness-for-duty certification may be required prior to return to the workplace when the condition could affect safety or essential job functions.

Excessive Absence and Disciplinary Action

Absences that are frequent, unreported, or inconsistent with medical documentation may be subject to progressive disciplinary action. Each case will be considered on its facts, including any applicable protected leave entitlements or accommodations.

Recordkeeping and Confidentiality

Medical information and documentation will be maintained separately from personnel files and kept confidential to the extent required by law. Access will be limited to those with a legitimate need to know for administering leave, accommodation, or safety requirements.

Interaction with Other Leave Entitlements

Sickness absence will run concurrently with any other applicable statutory leave entitlements where required by law. Eligibility for other leaves and benefits will be determined in accordance with applicable law and Employer policies.

Employee Responsibilities

Employees must:

• Notify their supervisor or HR as required before the start of the shift or as soon as practicable.
• Provide truthful information regarding the reason for the absence and expected return date.
• Submit requested medical documentation in a timely manner.
• Comply with return-to-work and accommodation processes.

Employer Responsibilities

The Employer will administer this policy consistently, maintain confidentiality of medical information, and provide information regarding leave entitlements and accommodations when requested.

HR Contact

Personal Information (Acknowledgment)

Position Information

Employment History (Most Recent First)

Education

References

Legal Disclosures

At-Will Employment: Nothing in this policy creates a promise of continued employment. Employment remains at-will and may be terminated by either party at any time, with or without cause or notice, to the extent permitted by law.

Equal Opportunity: The Employer does not discriminate in employment on the basis of protected characteristics. Leave and accommodation requests will be considered without regard to protected status and in accordance with applicable law.

Consent for Employment Verification and Background Checks

By signing below, I authorize the Employer to verify my employment history, education, and other information provided on this acknowledgment form and to obtain consumer reports and/or background checks where permitted by law. I understand that adverse information obtained in a background check may affect the Employer's employment decisions in accordance with applicable law.

Applicant Certification / Employee Acknowledgment

I certify that I have received, read, and understand the Employer's Employee Sickness Absence Policy. I acknowledge that I am responsible for complying with the requirements set forth in this policy. I certify that all information I have provided on this acknowledgment form is true and complete to the best of my knowledge. I understand that failure to comply with this policy may result in disciplinary action up to and including termination.

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