If you are sick or if you need to leave work for any reason during your shift,
you are required to inform the manager or designate in person prior to your
State the reason you are unable to continue working
If you are sick or injured: indicate if it is related to an
accommodation or return to work or not and provide the expected
duration of illness
In the event you feel that you are in such a state of distress you
must leave the office due a medical reason and your safety may be
at risk you are expected to communicate with your
manager/designate so that arrangements can be made for you to
receive proper medical care.
During your period of illness, you may be requested to provide medical
verification of illness. The verification is to be obtained during your period
off illness and address whether you are injured or ill (nature of illness,
diagnosis not required), the date(s) of illness, your expected return date
and it is to be provided to your manager or a designate upon your return to
You are responsible for covering all costs associated with obtaining
medical verification of illness documentation.
Should you fail to provide medical verification of illness
documentation, you may be considered absent without leave (AWOL).
Report all scent exposures as an incident report.
When requested, you are expected to provide the employer with
initial medical evidence of the limitations or restrictions associated with the
disability, injury or illness.
Provide detailed information to the Accommodation Consultant about
the request for an accommodation and identify limitations, as well as
participate in any discussions regarding possible accommodation solutions
Sharon, I am confident that you will take the necessary steps to adhere to
these expectations in the future. Please let me know if I can be of any
assistance in helping you fulfill these expectations. This is not disciplinary.
Kovach spoke with Blair McDaid from SEIU. His Parklane notes reflect
pc from Blair(SEIU) to review, he advised felt was not appropriate to move ee
with out medical, writer advised ee has contacted IRL several times and
wanted to make sure she was in safe work environment as actions taken by
managers to address to this point have not been successful, he advised felt
needed medical to support, writer agreed medical was needed and has been
requested, however still wanted to make sure ee was safe, he advised would
file grievance if ee was moved, writer advised employer was responsible for
providing safe work environment, he advised this would be precedent setting
as now ee's did not need medical, he advised if ee couldn’t push/pull would
now not need medical to support? writer advised this was a different
situation, ee indicating significant allergic reaction and move was to put her in
safe work place, agreed needed to discuss further, he advised would not
pursue ee any further as she has indicated did not want to meet.
Writer advised would f/u with manager, requested medical again and f/u