Modified Work Assignment. 263. The term "modified work assignment" is defined as a temporary work assignment provided to an employee who cannot perform his or her usual and customary job duties as a result of an occupational injury or illness. A modified work assignment may be provided when an individual is recuperating from an occupational injury or illness. The assignment must comply with the employee's medical restrictions.
Modified Work Assignment. The City will make every reasonable effort to accommodate employees who are injured or ill (whether from industrial or nonindustrial causes) by evaluating the possibility of a modified work assignment until the employee is fully recovered or leaves employment. Such modified assignments will be based on the City’s determination that there is appropriate work to be performed, the employee’s physical ability to perform, the employee’s qualifications, the needs of the City, the ability to provide adequate supervision, budgetary constraints, and such other operational or fiscal concerns that the City may have. The Risk Manager or Department Head will evaluate the possibility of modified work assignments in the employee’s department and in other City departments, subject to the criteria listed above. The City is not required to create additional positions to accommodate an employee under this section. A modified work assignment appropriate to medical condition cannot be declined.
Modified Work Assignment. Employee is placed into a temporary job assignment (different from the job they would normally be doing) in which the employee is capable of performing the tasks based on his/her medical restrictions (or could be trained to do on a different job in a very short period of time).
Modified Work Assignment. A modified work assignment is generally administrative in nature and may require the individual to sit at a desk, operate a computer, drive a vehicle, and engage in minimal walking. The employee may receive work assignments in one or more of the Department’s program areas: Administration, Training, Hazard Prevention, Technical Services, Disaster Preparedness, Emergency Response, or Communications. The schedule is typically 40 hours a week with the employee working under the supervision of the Fire Chief, Deputy Fire Chief, or a Battalion Chief. Depending upon the employee’s limitations, abilities, and the needs of the Department, s/he may be assigned to shift work. There are two methods for placing a person on modified duty:
Modified Work Assignment. This modified work assignment agreement (“agreement”) is established to assist an employee who has become temporarily disabled and unable to perform his/her full duties following an on-duty or non-duty related injury or illness to return to work as soon as medically advisable. This agreement is established as a means to encourage an injured/ill employee to remain a productive member of his/her department during the period of recovery and to mitigate the rising costs of worker’s compensation and employee benefits.
Modified Work Assignment. With the approval of their supervisor a full-time employee has the option to work modified work hours provided the work schedule is not less than 37 hours per week. This agreement shall be in writing and an agreement for any modified assignment more than a day shall be forwarded to the Director of Human Resources and CSEA.
Modified Work Assignment. CSS is committed to encouraging LPNs to seek retraining, rehabilitation and other necessary treatment that may facilitate their return to full employment. Should an LPN become unable to perform the duties of her/his position, CSS shall have the right, regardless of any other provision of this Agreement, to assign the LPN to a modified or light duty position. Such modified work assignments shall be designed to be short-term and, to the extent available, should match the LPN’s abilities, experience and skills. Subject to the foregoing provisions of this Section 4 and subject to the LPN’s ability to safely perform the duties of the position, CSS and DCNA will jointly support modified work assignments which enable LPNs to return to work. An LPN on a modified work assignment shall not engage in outside work or employment which would require performance of the job functions or duties which have been modified by CSS for the LPN as part of the modified work assignment.
Modified Work Assignment. If, in the opinion of the worker's doctor(s) the worker has some medical restrictions but is able to perform most of his/her regularly assigned work, the worker's supervisor may modify the daily work assignment pursuant to the medical restrictions and shall monitor closely the worker's recovery progress. The total time assigned to modified work shall not exceed ninety (90) calendar days, unless extended on an individual case-by-case basis.
Modified Work Assignment. In the event that the employee is unable to perform his/her regular work due to an injury/illness and the employee’s doctor releases the employee to return to work on modified duty, the District will return the employee to work on modified duty if such duty is available consistent with the administrative procedure on Modified Work Assignments. If the employee returns to work on modified duty, the employee’s entitlement to time off work consistent with Article 12 will not be extended by the employee’s return to work on modified duty. Modified duty time will run concurrently with the leave time provisions of Article 12 for work-related and non-work-related injury or illness time. When the employee returns to work on modified duty, the employee will be paid his/her regular salary for all hours worked and will accrue all benefits including sick leave and vacation for the period the employee is working modified duty. Any accruals which occur as a result of working modified duty cannot be used to extend the illness/injury time allotted and will be accumulated for the employee’s use or will be paid to the employee if s/he is unable to return to work.
