Medical Reassignment Sample Clauses

Medical Reassignment. The Superintendent may give alternate work, if the same is available, to an employee who has become medically unable to satisfactorily perform his/her regularduties. The alternate work may constitute promotion, demotion, or lateral reassignment to a related class/position title.
Sample 1
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Medical Reassignment. (A) When an employee becomes permanently unable due to sickness or injury to perform the duties of his job classification, he shall be assigned to another job which he is able and qualified to fill, by mutual consent between the Company and the Union. In such cases the posting procedure will be waived. This assignment shall appear on the next posting notice on the main contract and posted at the CCCS.
Sample 1
Medical Reassignment. If an employee is permanently unable to perform all or part of their assigned duties they may voluntarily request permanent lateral reassignment or change to lower grade to a vacant position, that has not yet been advertised, which they are qualified for. However, the employee must be medically qualified to remain in the Kansas Air National Guard as a dual status excepted technician and meets the medical requirements for any required retraining or tasking.
Sample 1
Medical Reassignment. If an employee is permanently unable to perform all or part of their assigned duties they may voluntarily request permanent reassignment to another position. The request will be accompanied by a medical certificate, giving full evidence of physical/mental condition of the employee, the need for reassignment and the current abilities and qualifications of the employee to perform other duties. The request for medical reassignment will not be used as the sole justification for downgrade or separation from civilian employment. However, the employee must be medically qualified to remain in the Kansas Air National Guard as a dual status excepted technician and meets the medical requirements for any required retraining or tasking.
Sample 1

Related to Medical Reassignment

  • Medical Records Medical records relating to Trial Subjects that are not submitted to Sponsor may include some of the same information as is included in Trial Data; however, Sponsor makes no claim of ownership to those documents or the information they contain. c.

  • Medical Records Retention Grantee will;

  • Medical Reports The following applies to all employees: The Employer agrees to pay the fee for medical reports required by the Employer for Sick Leave or Weekly Indemnity provisions to a maximum of fifty dollars ($50.00).

  • Patient Care Resident shall participate in safe, effective, and compassionate patient care, under supervision, commensurate with Resident's level of advancement and responsibility.

  • Medical Verification The Town may require medical verification of an employee’s absence if the Town perceives the employee is abusing sick leave or has used an excessive amount of sick leave. The Town may require medical verification of an employee’s absence to verify that the employee is able to return to work with or without restrictions.

  • Medical Attention 22.1 A seafarer shall be entitled to immediate medical attention when required and to dental treatment of acute pain and emergencies.

  • Outpatient Services The following services are covered only at the Primary Care Provider’s office[selected by a [Member], or elsewhere [upon prior written Referral by a [Member]'s Primary Care Provider ]:

  • Medical Examination Where the Employer requires an employee to submit to a medical examination or medical interview, it shall be at the Employer's expense and on the Employer's time.

  • Medical Care The Parents must comply with the School Welfare Officer's recommendations which may include a reasonable decision to release the Pupil home or to his / her education guardian when s/he is unwell.

  • Health Examination 27-1 When the District determines that a MBU's health condition (mental or physical) may be impairing his/her job performance, the immediate supervisor, site administrator, or Regional Assistant Superintendent, with the concurrence of the Human Resources Department may, with just cause, direct the MBU to have a health examination at District expense. The MBU will be given a copy of the directive which will state the reason(s) for such examination. Following the examination, results will be sent by the Human Resources Department to the MBU and immediate supervisor. All communication which results from the implementation of this Article shall be handled in a confidential manner. ARTICLE TWENTY-EIGHT

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