Critical Incident Leave. Any employee who, during the performance of their work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion.
Critical Incident Leave. (1) As from date of certification of this Agreement, staff members subject to this Agreement will be entitled to a maximum of 3 days paid “Critical Incident Leave” when the staff member has been involved in a critical incident.
Critical Incident Leave. For the purposes of this Article, a traumatic event is a sudden and unexpected event which is considered uncommon with respect to the inherent risks of the occupation and is usually horrific, or has elements of actual or potential violence. Examples of traumatic events include, but are not limited to:
Critical Incident Leave. A critical incident is defined as any event that, in both the employee and department manager’s assessment, has a stressful impact sufficient enough to overwhelm the usually effective coping skills of the employee. Such abrupt, powerful events are ones that fall outside the range of ordinary workplace experiences. Following a critical incident, as defined above, employees are allowed an adequate amount of paid time off during the shift in which the incident arises. The amount of time necessary is to be determined by agreement between the employee and their manager.
Critical Incident Leave. Any employee who, during the performance of their work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member.
Critical Incident Leave. Employees involved in a traumatic incident and/or involved in the debriefing process may be placed on critical incident leave. The length of the critical incident leave shall be determined by the City after consultation with the debriefer, or physician/psychologist concerning their findings and recommendations with respect to the employee's fitness for duty. For purposes of this section, Critical Incident Leave is defined as time off for or reassignment of an employee, without loss of pay or benefits to the employee.
Critical Incident Leave. Any employee who, during the performance of his/her work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion. //////////////// 2015-2019 SEIU Local 503/State of Oregon CBA 65 APPENDIX A – LETTERS OF AGREEMENT LETTER OF AGREEMENT 10.1M-05-119 Article 10.1M--Union Rights Clarification of Intent Concerning DDS Understanding & Workload Adjustment (DHS)
Critical Incident Leave. For the purposes of this article, a traumatic event occurs when an employee is exposed to actual or threatened death, serious injury, or violence in one (or more) of the following ways:
Critical Incident Leave. 117.1 The employer will provide support and welfare services to employees who attend a critical incident in the course of his/her duties.
Critical Incident Leave. Any employee who, during the performance of their work, is directly involved in an incident of on-duty violence, shall be allowed reasonable time off immediately after the incident to recover from any physical or psychological impairment or disability caused by the action. Directly involved means physically attacked or physically intervening in an attack of a staff member. Such leave shall be charged against any accumulated time the employee has earned. The employee may decide the type of accumulated time against which this leave shall be charged. However, where an employee is receiving compensation through Workers’ Compensation or other victim compensation relief, such charges will be made on a pro-rata basis not to exceed the employee’s regular salary. Any period of time beyond one (1) day necessary for purposes of readjustment shall be determined by the employee’s physician or mental health practitioner. The Employer may require the employee to see a practitioner of the Agency’s choice in order to verify the employee’s practitioner’s opinion. 2019-2021 SEIU Local 503/State of Oregon CBA 74
