Common use of Modified Work Assignment Clause in Contracts

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: 1. At the employee’s request during a recovery period (minimum of two weeks) due to an off-duty injury or illness. 2. At the request of the City because of a Worker’s Compensation injury. Off-Duty Injury - An employee notifies the Fire Chief that s/he would like to be placed on a 40-hour modified duty administrative work assignment. The Fire Chief, or designee, would review the temporary modified work restrictions provided by the employee’s doctor. The Department typically has a variety of tasks that a person might be assigned to work on. In accordance with past practice, as long as a legitimate modified work assignment is available (minimum of two weeks), the Fire Chief will accommodate this request. Worker’s Compensation Injury - An employee is on Worker’s Compensation injury leave is provided temporary modified work restrictions and the Fire Chief knows of a possible modified work assignment. The Fire Chief, or designee, would notify the employee of the modified work assignment available. Employees on Worker’s compensation certified by a doctor for a modified work assignment may lose benefits if they refuse available modified work assignment based on Worker’s compensation law. Once an employee is released to light-duty, a Personnel Action Form is initiated and all leave balances (Holiday, Vacation, Sick Leave, etc.) are changed to reflect a 40-hour work week. It should be noted that any leave taken during this light-duty period is taken at the 40-hour work week accrual rate and no FLSA is given. The employee would transfer to a modified work assignment as soon as the employee has completed his/her FLSA period (the FLSA period runs concurrent with the A shift’s schedule). To ensure all FLSA provisions are met, the hours previously worked in the pay period will be reviewed with the employee prior to setting up the work schedule. Once the employee has received a doctor’s release to return back to full-duty and it has been approved by the Fire Chief, the employee will return to their appropriate shift on their next scheduled work day, assuming this return schedule does not trigger overtime in excess of regular FLSA overtime. If excess overtime would be triggered, the employee will return to work on the earliest date that will not trigger excess overtime.

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: 1. ) At the employee’s request during a recovery period (minimum of two weeks) due to an off-duty injury or illness. 2. ) At the request of the City because of a Worker’s Compensation injury. Off-Duty Injury - An employee notifies the Fire Chief that s/he would like to be placed on a 40-40- hour modified duty administrative work assignment. The Fire Chief, or designee, would review the temporary modified work restrictions provided by the employee’s doctor. The Department typically has a variety of tasks that a person might be assigned to work on. In accordance with past practice, as long as a legitimate modified work assignment is available (minimum of two weeks), the Fire Chief will accommodate this request. Worker’s Compensation Injury - An employee is on Worker’s Compensation injury leave is provided temporary modified work restrictions and the Fire Chief knows of a possible modified work assignment. The Fire Chief, or designee, would notify the employee of the modified work assignment available. Employees on Worker’s compensation certified by a doctor for a modified work assignment may lose benefits if they refuse available modified work assignment based on Worker’s compensation law. Once an employee is released to light-duty, a Personnel Action Form is initiated and all leave balances (Holiday, Vacation, Sick Leave, etc.) are changed to reflect a 40-hour work week. It should be noted that any leave taken during this light-duty period is taken at the 40-hour work week accrual rate and no FLSA is given. The employee would transfer to a modified work assignment as soon as the employee has completed his/her FLSA period (the FLSA period runs concurrent with the A shift’s schedule). To ensure all FLSA provisions are met, the hours previously worked in the pay period will be reviewed with the employee prior to setting up the work schedule. Once the employee has received a doctor’s release to return back to full-duty and it has been approved by the Fire Chief, the employee will return to their appropriate shift on their next scheduled work day, assuming this return schedule does not trigger overtime in excess of regular FLSA overtime. If excess overtime would be triggered, the employee will return to work on the earliest date that will not trigger excess overtime.