Do I Need a Doctor’s Note?
In my rounds this month, I have run into an issue with Management improperly requesting documentation for all sick calls in a few of my offices. The question I get from carriers is, “can they ask me for documentation after one absence?” The short answer is sometimes. Always ask for clarification. Are they asking for documentation? Or Medical documentation. What you provide them with is contingent on what they requested. Even though the contract does not allow them to require documentation unless a carrier is out for more than three days, if they ask you must provide it. Failing to provide documentation may result in you getting an AWOL charge. That will hurt your paycheck. Always follow up such a request with a grievance. In that grievance you should ask for the co-pay for the doctor’s visit and mileage to and from the appointment if medical documentation was requested. If they just ask for regular documentation, ask them what is sufficient. Always put it on them. Management lately has been putting carriers on a made up “deems desirable list” because they claim carriers are calling in around a Holiday, or Saturday, or some other day they deem a “call out” day. We as a Union should not allow this. Management has at their disposal a process to designate a carrier worthy of documentation. This process is called Restricted Sick Leave. The problem for Management is putting a carrier on Restricted Sick Leave requires work. It also requires time. Two things they don’t seem to like. This is required of Management to request documentation every sick call:
Supervisors or installation heads who have evidence indicating that an employee is abusing sick leave privileges may place the employee on the restricted sick leave list. In addition, employees may be placed on the restricted sick leave list after their sick leave use has been reviewed on an individual basis and the following actions have been taken:
a. Establishment of an absence file.
b. Review of the absence file by the immediate supervisor and higher levels of management.
c. Review of the absences during the past quarter of LWOP and sick leave used by employees. (No minimum sick leave balance is established below which the employee’s sick leave record is automatically considered unsatisfactory.)
d. Supervisor’s discussion of absence record with the employee.
e. Review of the subsequent quarterly absences. If the absence logs indicate no improvement, the supervisor is to discuss the matter with the employee to include advice that if there is no improvement during the next quarter, the employee will be placed on restricted sick leave.
If Management has not followed the above protocols, then we should not allow them to designate us “deems desirable”. Sick leave is part of our benefit package. Salary, annual leave, and sick leave have already been agreed to by the Postal Service. If Management continues to place us on the made up “deems desirable” list, see to it that we are filing the grievance. Don’t forget, if they ask, you must provide the documentation. Then we file the grievance. Always make sure you keep a copy of the PS Form 3971 (leave request slip) what they write on there is important for your grievance. Have a great month! Hope to see you at the Union meeting.
