Disability Separation. A. An employee with permanent status may be separated from service when the Employer determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory, or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the Employer based on an employee’s written request for disability separation or after obtaining a written statement from a licensed physician or licensed mental health professional. The Employer can require an employee to obtain a medical examination, at Employer expense, from a licensed physician or licensed mental health professional of the Employer’s choice. Evidence may be requested from the licensed physician or licensed mental health professional regarding the employee’s limitations.
Disability Separation. A. An employee with permanent status may be separated from service when the agency determines that the employee is unable to perform the essential functions of the employee’s position due to a mental, sensory or physical disability, which cannot be reasonably accommodated. Determinations of disability may be made by the agency based on an employee’s written request for disability separation or after obtaining a written statement from a physician or licensed mental health professional.
Disability Separation. 34.1 The Employer and the Union will comply with all relevant federal and state laws, and regulations providing reasonable accommodations to qualified individuals with disabilities. The Employer will maintain written procedures for reasonable accommodation for qualified individuals with disabilities. Upon request, the Human Resources Office will make the reasonable accommodation written procedures available to an employee.
Disability Separation. If the University determines that an employee is unable to perform the essential functions of the employee’s position due to a disability that cannot be reasonably accommodated, the employee will be separated from service due to disability. Prior to any final decision regarding a disability separation, the University will notify the employee of its determination, and provide the employee with an opportunity to discuss that determination. Disability separation is not a disciplinary action.
Disability Separation. Pursuant to NAC 284.611, an employee with a disability that causes them to be unable to perform the essential functions of their position may be separated from service when it is determined that every option available under the Employer’s Reasonable Accommodation process has been exhausted.
Disability Separation. Prior to issuing a notice of disability separation, the University will review the essential functions of the position description to ensure accuracy. If the University determines that an employee is unable to perform the essential functions of the employee’s position due to a disability that cannot be reasonably accommodated, the employee will be separated from service due to disability. Prior to any final decision regarding a disability separation, the University will notify the employee of its determination at least sixty (60) days prior to the proposed effective date of the separation, and provide the employee with an opportunity to discuss that determination. Disability separation is not a disciplinary action.
Disability Separation. A disability separation may, at the discretion of the Employer, be granted when an employee has exhausted his accumulated paid leave and disability leave without pay, where applicable, and is:
Disability Separation. If the employee is unable to return to work or unwilling to return to work, the Employer will begin proceedings for Involuntary Disability Separation or Voluntary Disability Separation.
Disability Separation. A disability separation of up to eighteen (18) months may be granted when an employee has exhausted his accumulated sick leave and/or authorized vacation leave and any authorized unpaid disability leave and is:
Disability Separation. A. If any employee having an extended illness or injury exhausts all accumulated sick days, vacation days, and compensatory time, he may submit a written request to the City Manager for approval by City Council for extended sick pay benefits. The employee's prior work record with regard to usage of sick days and his seniority, along with work evaluations, will be taken into account in determining eligibility for such extension, and the duration of the extension. In the event the requested extension is denied, the employee shall be placed on disability separation, (leave of absence without pay). If extended sick pay is approved, the employee will then carry a negative sick leave balance equal to the amount of days off. When the employee returns to work the negative balance shall be reduced by the sick leave accumulation earned by the employee. However, in the event the employee does not return to active duty or is permanently separated from employment with the City prior to such negative sick leave balance being repaid in full to the City, the employee shall be financially liable to the City for any such negative sick leave balance not so repaid.
