absences as one occurrence. As applied to Manning, ARIC treated Manning’s excused medical-absences between April 29 and August 28 as one occurrence. Once ARIC has determined that an absence is not excused, then each day the employee is absent counts as one occurrence. As applied to Manning, once ARIC determined Manning was not eligible for STD benefits, Manning had three days to report to work or she would be considered voluntarily terminated under ARIC’s attendance policy. While Manning had been in contact with ARIC, ARIC would not excuse any additional absences unless Manning provided ARIC with (1) objective medical evidence supporting her disability or (2) a work release from an approved health care provider supporting her ability to return to work. On August 41-42 (1st Cir.1995) (<HOLDING>); Hendricks v. Edgewater Steel Co., 898 F.2d
holding that the employers determination that the employees doctor did not provide a valid certification of disability was permissible the employer could require that employee to return to work under section 510 and that ejven if the employer was mistaken in its evaluation of the employees disability as long as that determination was in good faith and formed the basis of the decision it is permissible under section 510 holding that an employer cannot be held liable under the ada if it had no knowledge of the employees alleged disability holding that where employer paid benefits under group disability policy to employee under mistaken belief that his condition resulted from illness rather than injury arising out of and in course of employment employees acceptance of such benefits did not bar him from benefits to which he was entitled under workers compensation law and employer was properly allowed credit for payments made under disability policy holding that an employer who has determined that the employee had not been under a disability can discipline that employee for subsequent unexcused absences and not violate section 510 holding that after the employer determined the employee was not disabled the employer had a legitimate nondiscriminatory reason to terminate the employee for unexcused absences under section 510