WHEN TO CONTACT HUMAN RESOURCES Doctor’s Notes and Doctor’s Note Status If an employee presents you with a doctor’s note, please return the note to the employee and direct him/her to give the note to Human Resources. Managers and supervisors should not accept doctor’s notes. Human Resources will place the note in the employee’s confidential medical file. An appointing authority may require proof of illness or injury through a doctor’s note when there is a reason to believe that an employee is abusing sick leave; an employee has been absent on sick leave for five or more consecutive work days; or an employee has been absent on sick leave for an aggregate of more than 15 days in a 12-month period. Please contact your local Human Resources Division for further guidance on how to address absenteeism, placing an employee on doctor’s note status and monitoring the process. Employee Injury/accident report/medical emergency Whenever an employee is involved in an accident or injury on-the-job or has a medical emergency, contact Human Resources immediately and complete the State of New Jersey Employer’s First Report of Accidental Injury or Occupational Disease form located on the Infonet under “Forms, Incident Reporting Forms”. Human Resources will assist the employee in obtaining the appropriate medical attention as necessary. If an injury or accident results in an emergency situation where the employee requires immediate medical attention, please call a Sheriff’s officer, “911” or follow your local practice for contacting emergency personnel. Please use sound judgment and contact Human Resources as soon as possible. Resignation Notices: Upon receiving a resignation letter from an employee, please forward the letter to Human Resources and notify your manager. If an employee verbally indicates his/her intent to resign or retire, please advise the employee that a written letter is required to be sent to Human Resources. Disability Accommodation Requests for Employees/Job Applicants If an employee or job applicant requires assistance to perform their essential job functions due to a medical condition, you are to request that he/she contact the local Title I ADA Coordinator (your local Human Resources Manager or Supervisor). You should also contact the local Title I ADA Coordinator to give him/her notice that a person may make contact concerning an accommodation. Accommodations are requested by the individual with a disability. The request does not have to be in writing and no specific words need to be used. The local Title I ADA Coordinator receives and provides information, facilitates discussion between an employee/job applicant with a disability and management about potential accommodations; documents the communication and communicates the accommodation decision. The Title I ADA Coordinator, after consultation with Management, may provide temporary or interim accommodations for employees while their accommodation requests are being considered. Under no circumstances should you relieve an employee of an essential function of his/her job. In consultation with Management, the Title I ADA Coordinator may communicate that an employee will be relieved of an essential function for a limited period of time as a managerial courtesy. Title I ADA Coordinators may at any time consult about ADA matters with Counsel to the Director, who is the Statewide Assistance Person for Title I ADA matters. Any denial of a Title I ADA accommodation must first be brought to the attention of Counsel to the Director. 18