Q & A Session: Supporting Evidence for the Use of Sick Leave

Q:

When I request time for a sick day, I complete the appropriate form and submit it to my manager for approval. My manager drills me with a series of questions, such as why I want off? What is the nature of the illness? Why do I need half the day for the appointment? When was the appointment made? How much information do I have to supply to my manager in regards to my sick leave?

A:

An agency may grant sick leave only when supported by administratively acceptable evidence. For absences that exceed 3 days, or for a lesser period when determined as necessary by an agency (i.e. a finding of a pattern of abuse of leave use), an agency may require a medical certificate or other administratively acceptable evidence. According to OPM’s website, an agency may consider an employee’s self-certification as to the reason for his or her absence as administratively acceptable evidence, regardless of the duration of the absence. Employees should consult their agency-specific human resources guidance and review applicable policies set forth in collective bargaining agreements for information specific to their agency.

This response is written by Maria N. Coleman, associate attorney of Shaw Bransford & Roth PC.

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