Common use of Limited Duty Clause in Contracts

Limited Duty. Employees who have experienced a workers’ compensation injury and who 36 have been evaluated and released by an approved physician as physically able to return to work 37 with specific limitations, will return to their job site upon written authorization by Insurance and 38 Benefits Management. Specific work limitation will be forwarded to the employee’s supervisor 39 from the treating physician. The employee will remain in his/her job site, performing appropriate 40 duties as identified by his/her supervisor for a period of time agreed to by the employee and the 41 work site supervisor. The employee will be evaluated by his/her physician as necessary based on 42 the course of treatment and, if not released for full duty, will be returned for limited duty for a 43 work period agreed to by the employee and the work site supervisor. At the completion of the 44 second work period, if the employee is not able to return to a full-duty status, he will be evaluated 45 by the physician, principal/supervisor and the Insurance and Benefits Management to determine 46 the employee’s status. Alternatives such as returning to workers’ compensation off-duty status, 1 continuation of limited duty assignments, Alternate Duty assignments, and/or other assignments 2 will be reviewed with the employee. If a period of limited duty exceeds six months the District 3 will notify the Association of the identity of the employee.

Limited Duty. Employees who have experienced a workers’ worker’s compensation injury and who 36 10 have been evaluated and released by an approved physician as physically able to return to work 37 11 with specific limitations, will return to their job site upon written authorization by the Insurance 12 and 38 Benefits Management. Specific work limitation will be forwarded to the employee’s 13 supervisor 39 from the treating physician. The employee will remain in his/her job site, performing 14 appropriate 40 duties as identified by his/her supervisor for a period of time agreed to by the 15 employee and the 41 work site supervisor. The employee will be evaluated by his/her the physician as 16 necessary based on 42 the course of treatment and, if not released for full duty, will be returned for 17 limited duty for a 43 work period agreed to by the employee and the work site supervisor. At the 18 completion of the 44 second work period, if the employee is not able to return to a full-full duty status, 19 he will be evaluated 45 by the physician, principal/supervisor and the Insurance and Benefits 20 Management to determine 46 the employee’s status. Alternatives such as returning to workers’ worker’s 21 compensation off-duty status, 1 continuation of limited duty assignments, Alternate Duty alternate duty 22 assignments, and/or other assignments 2 will be reviewed with the employee. If a period of limited 23 duty exceeds six months months, the District 3 will notify the Association of the identity of the employee.. 25 (2) Alternate Duty

Limited Duty. Employees who have experienced a workers’ worker’s compensation injury and who 36 12 have been evaluated and released by an approved physician as physically able to return to work 37 13 with specific limitations, will return to their job site upon written authorization by the Insurance 14 and 38 Benefits Management. Specific work limitation will be forwarded to the employee’s 15 supervisor 39 from the treating physician. The employee will remain in his/her job site, performing 16 appropriate 40 duties as identified by his/her supervisor for a period of time agreed to by the 17 employee and the 41 work site supervisor. The employee will be evaluated by his/her the physician as 18 necessary based on 42 the course of treatment and, if not released for full duty, will be returned for 19 limited duty for a 43 work period agreed to by the employee and the work site supervisor. At the 20 completion of the 44 second work period, if the employee is not able to return to a full-full duty status, 21 he will be evaluated 45 by the physician, principal/supervisor and the Insurance and Benefits 22 Management to determine 46 the employee’s status. Alternatives such as returning to workers’ worker’s 23 compensation off-duty status, 1 continuation of limited duty assignments, Alternate Duty alternate duty 24 assignments, and/or other assignments 2 will be reviewed with the employee. If a period of limited 25 duty exceeds six months months, the District 3 will notify the Association of the identity of the employee.. 27 (2) Alternate Duty