Limited Duty. Illness or disability caused or contributed to by pregnancy, miscarriage, childbirth, and recovery is considered a temporary condition. The Employer will make a reasonable effort to provide a limited duty assignment for the employee who cannot perform the essential functions of her job because of illness or disability caused or contributed to by pregnancy, miscarriage, childbirth, or recovery. The physical demands of the assignment shall be considered along with recommendations from the employee’s health care professional.
Limited Duty a. An officer will be placed in a limited duty status when the officer can perform most of the duties assigned; however, a specific, temporary medical limitation exists regarding the type or degree of duties the officer is physically capable of performing. The medical limitations must be well controlled and present no unreasonable risk to the individual, other employees or the public during performance of duty.
Limited Duty. Employees who have experienced a worker’s compensation injury and who 10 have been evaluated and released by an approved physician as physically able to return to work 11 with specific limitations, will return to their job site upon written authorization by the Insurance 12 and Benefits Management. Specific work limitation will be forwarded to the employee’s 13 supervisor from the treating physician. The employee will remain in his/her job site, performing 14 appropriate duties as identified by his/her supervisor for a period of time agreed to by the 15 employee and the work site supervisor. The employee will be evaluated by the physician as 16 necessary based on the course of treatment and, if not released for full duty, will be returned for 17 limited duty for a work period agreed to by the employee and the work site supervisor. At the 18 completion of the second work period, if the employee is not able to return to a full duty status, 19 he will be evaluated by the physician, principal/supervisor and the Insurance and Benefits
Limited Duty. A. As part of a return to work program for employees who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment.
Limited Duty. At times, an employee who has suffered a work-related accident, injury, or illness is physically able and qualified to perform limited duties while recuperating from such accident, injury, or illness. Based upon the Department Head’s judgment relative to need, availability, costs and physical limitations, such employee may be utilized for limited duty. Limited duty may also include part time work. The employee may be assigned to any shift, as determined by the Department Head. Employees being considered for limited duty must present either a physician’s statement of physical ability to perform limited duty or a medical examination report by the Employer’s designated physician to the Department Head. When an employee is approved for normal duty by the appropriate physician he shall immediately notify the Department Head and present proper medical certification.
Limited Duty. 2 A. An occupationally injured employee is required to accept a limited duty position within 3 the Company provided he is qualified and the duties of the position do not exceed the 4 restrictions provided by the employee’s physician. The Company may assign a limited 5 duty employee any work for which he is qualified. An employee assigned to a lower 6 rated classification will be paid the applicable rate for his own classification. An 7 employee assigned to a higher rated classification will be paid the applicable rate for the
Limited Duty. Limited Duty assignments will be available for employees who are unable to return to full duty after an on-the-job injury but are capable of performing work with some physical restrictions. An employee who has applied, and been qualified, for Long Term Disability benefits provided under Company-sponsored plan(s) will not be forced to perform limited duty assignments.
Limited Duty. At times, an employee who has suffered a disability is physically able and qualified to perform limited duties while recuperating from such disability. Based upon the Employer’s judgment relative to need, availability, costs and physical limitation, such employee may be utilized for limited duty. The employee may be assigned to work any shift as determined by the Employer. Employees being considered for limited duty must present either a physician’s statement of physical ability to perform limited duty or medical examination report by the Employer’s designated physician to the Employer and present proper medical certification. When an employee is approved for normal duty by the appropriate physician he shall immediately notify the Employer and present proper medical certification.
Limited Duty. 41.1 The DISTRICT shall provide limited duty, when requested for EMPLOYEES who have physical limitations due to pregnancy, injuries or illnesses subject to the following conditions:
Limited Duty. Employees who have experienced a worker’s compensation injury and who 10 have been evaluated and released by an approved physician as physically able to return to work 11 with specific limitations, will return to their job site upon written authorization by the Insurance 12 and Benefits Management. Specific work limitation will be forwarded to the employee’s 13 supervisor from the treating physician. The employee will remain in his/her job site, performing 14 appropriate duties as identified by his/her supervisor for a period of time agreed to by the 15 employee and the work site supervisor. The employee will be evaluated by the physician as 16 necessary based on the course of treatment and, if not released for full duty, will be returned for 17 limited duty for a work period agreed to by the employee and the work site supervisor. At the 18 completion of the second work period, if the employee is not able to return to a full duty status, 19 he will be evaluated by the physician, principal/supervisor and the Insurance and Benefits 20 Management to determine the employee’s status. Alternatives such as returning to worker’s 21 compensation off-duty status, continuation of limited duty assignments, alternate duty 22 assignments, and/or other assignments will be reviewed with the employee. If a period of limited 23 duty exceeds six months, the District will notify the Association of the identity of the employee. 25 (2) Alternate Duty
