WVU-HR-27
MEDICAL LEAVE VERIFICATION POLICY
PURPOSE
To outline the means by which and under what circumstances West Virginia University may require submission of medical leave verification in accordance with federal and state law, and Higher Education Policy Commission, Series 38.
SCOPE
All classified, full-time regular non-classified, and faculty or faculty equivalent/ academic professionals (FE/AP) with twelve (12) month contracts, including those on the regional campuses, are covered under this policy.
POLICY
WVU seeks to provide a safe and appropriate work environment for its employees, to avoid jeopardy to employee health, to appropriately facilitate employees in their work efforts, and to properly account for leave use.
Medical leave verification may be required if an individual is off work due to reasons allowed for use of sick leave. The verification is to be completed by a licensed physician, and provide information regarding the individual’s medical condition, diagnosis, prognosis, functional capabilities and limitations, including duration and treatment plan, if any. Verification is required for absence of more than five (5) consecutive days. Verification is required, regardless of duration, if the employee is informed of such prior to returning to work. Verification is required to initially substantiate FMLA, parental, and medical leaves of absence, as well as to continue or extend, and to finalize such leaves. Verification is required prior to returning to work from absences involving serious illness or injury to the employee. Verification is required for catastrophic leave and reasonable accommodation considerations.
RESPONSIBILITY FOR IMPLEMENTATION
The employee is responsible to obtain and provide appropriate, satisfactory medical information. The supervisor, in conjunction with appropriate personnel in the Medical Management Unit of the Department of Human Resources, is responsible for employability determinations. The Medical Management and Employee Relations Units in the Department of Human Resources, at 293-5700 respectively or P.O. Box 6640, are available to answer questions or provide additional information regarding this policy.
RESPONSIBILITY FOR INTERPRETATION
The responsibility for interpretation of this policy rests with the Assistant Vice President for Human Resources, West Virginia University.
EFFECTIVE DATE: February 6, 2003
APPROVED BY: Scott C. Kelley, Vice President
