The company I work for has a benfit in which they will pay me for up to 3 consecutive days when I miss work due to a family member's emergency hospitalization. To get this I have to provide proof of the hospitalization. When I came back to work I gave a dcotors note written on a prescription pad that had the dates she my wife was hospitalized along with the facility name, address phone number and doctor's name. The H.R. Dept would not accept it since they assumed it was from a clinic written by a clinic doctor not a hospital since the facility has "Medical Center" in the name. I pointed out that they can verify by pulling the website on the internet and/or to call the number on the note. I also pointed out that the dcotor who wrote it has the title of "Hospitalist" which is a hospital dcctor. They still refused and said they want the "admission forms". The only thing the hospital gave us was a bill, discharge instructions and brochures. I am giving them a copy of the discharge form but I've blocked out the diagnosis and procedure info since it's of a very personal nature. I feel the doctors note is more than enough considering the exact words on the policy is "Proof of Emergency Hospitalizatin must be provided..." it doesn't specify what is acceptable or unacceptable. Can my employer refuse the doctors note and/or the discharge forms with the personal medical info blocked out? What legitimate reason would they have to request the diagnosis and treament info? Thank you for taking the time to read this.

What state do you live in?

You have an admission form ( it will be dated for date of admission

You will have a form when you were dismissed, it will have the date of discharge.

Also the bill will show how many days for the room that you are charged for.

You would have plenty of material that shows how long she was in the hospital.

I can agree that a doctors note is not from the hospital and are easily faked.

They can't just call for info; it won't be provided.
The doctor's note didn't state that it was an emergency, from what you say. A discharge form with diagnosis and procedure blocked out doesn't indicate emergency either. I'm missing what it is you think proves it is.
This employee benefit is a perk, not a right, and the employer has the right to know for certain that this is an emergency.

Having blocked out probably pertinent information this may have your employer think it was NOT an emergency. Do you have any proof of the ER being involved in her hospitalization?