Member Communication: Unit Sick Note Policy

Dear ONA34 Members,

ONA is aware of the recent communication from management advising that employees will now be required to provide a medical note for any sick absence that occurs on a weekend, statutory holiday, or immediately before or after approved vacation time.

We want members to know that ONA has already raised this issue with Human Resources, clearly communicated our concerns, and requested that this practice be reviewed and rescinded.

While management does have the right to request medical documentation to substantiate an illness, that right is not unlimited. Under the ONA Collective Agreement, if the Hospital requires a medical certificate, the Hospital is responsible for paying the cost of obtaining that certificate. If you are asked to provide a sick note, we strongly encourage you to submit your receipt for reimbursement at the same time you provide the medical note. If the hospital does not provide reimbursement in a timely manner, please contact ONA at local034@ona.org and grievances will be filed.

It is also important to remember that your medical information is private and should only be provided to Occupational Health and not provided to your manager directly. A medical certificate does not need to disclose your diagnosis. It need only confirm that you were unable to work due to illness, identify the general nature of the illness where appropriate, and outline any functional limitations or restrictions that may affect your ability to perform your duties. Your specific diagnosis is confidential and does not need to be disclosed to your employer.

ONA does not support this blanket approach to attendance management. This type of policy places an unnecessary burden on an already strained healthcare system by requiring employees to seek medical appointments simply to obtain documentation. It also sends the message that employees who become ill on weekends, holidays, or around approved vacation time are presumed to be abusing sick leave. That assumption is unfair and does not reflect the reality that the overwhelming majority of healthcare professionals use sick leave appropriately and only when genuinely ill.

Equally concerning, policies such as this can create pressure for employees to report to work when they are unwell in order to avoid the inconvenience and expense of obtaining medical documentation. Presenteeism is not in the interests of our members, our colleagues, our patients, or the Hospital.

If the Hospital has concerns regarding a particular employee’s attendance or identifies a pattern of absenteeism, those concerns should be addressed individually through the appropriate attendance management processes and not through a blanket policy that treats every employee with suspicion.

ONA will continue to advocate for a fair, reasonable, and evidence-based approach to attendance management. We have made our position clear to the Hospital and will continue to push for this practice to be withdrawn.

If you are asked to provide a sick note and encounter any difficulty obtaining reimbursement, are asked to disclose information beyond what is appropriate, or have any questions about your rights, please contact ONA at local034@ona.org for assistance.

Thank you for everything you do each day in caring for your patients and supporting one another. ONA remains committed to protecting your rights and advocating for fair treatment in the workplace.

In solidarity,

Ann Scott

ONA34

Bargaining Unit President

Local034@ona.org