Common use of OFF-DUTY INJURIES Clause in Contracts

OFF-DUTY INJURIES. Section 1: An employee who is incapacitated due to non-service incurred accidents or illness shall be entitled to draw their full wage against sick leave to the extent accrued. If the employee has exhausted his sick leave, annual leave shall be used until exhausted, then donated leave, and then shift trades to the extent available to cover the absence. Section 2: The employee will continue to be eligible for benefits from the City self- funded insurance plan while they are utilizing available accrued sick leave, then annual leave, then donated leave, and then shift trades, during the time of absence from work for the CITY. Section 3: The CITY will allow an absence of up to a total of six (6) months, or to the extent the employee has any type of paid leave available, whichever is greater. If an employee has less than six (6) months of paid leave available, the employee must use all of their paid leave to be eligible for extended leave up to the total of six (6) months’ of absence. Any employee who is on leave without pay per the provisions of this Section, will remain eligible for benefits from the City’s Self Insured Benefit Plan. At the end of this time, the CITY may require a medical separation if, based on a licensed physician's evaluation and prognosis, the employee has suffered injuries that cannot be reasonably accommodated to allow the employee to perform the essential functions of his job. If the employee is medically separated, the employee will be eligible for COBRA coverage through the City’s Self Insured Benefit Plan. (a) An employee who is discharged due to an off-duty injury may be eligible for rehire, upon written request by the employee, into an available position that is offered by the CITY which the employee has previously held and is qualified. At the discretion of the CITY, an employee’s rehire shall be subject to: (1) A medical release to return to work with or without reasonable accommodation from the employee’s personal physician; (2) Successful completion of the new hire physical agility test. (3) Successful completion of the new hire background check Section 4: Temporary Modified Duty: An employee incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the City which a physician determines the employee is able to perform. The employee shall be paid one-hundred percent (100%) of the employee’s current pay grade. Current Regular Employees will not be laid off because of such placement. (a) An employee making the request for temporary modified duty shall submit their request to the Fire Chief, with a letter from their physician outlining the physical restriction(s) and approximate time the employee could return to full duty. (b) All requests for temporary modified duty assignments shall be submitted to Human Resources for review and approval. (c) Members requesting temporary modified duty may apply after expending a minimum of sick leave use for one full pay period; provided it is available. Modified duty will be worked on a thirty-eight (38) hour schedule. (d) The request for temporary modified duty must be for a minimum of two full pay periods. (e) The request for temporary modified duty must be resubmitted by the employee every thirty (30) calendar days. The assigned supervisor will have authority to accept or reject the request based on the employee’s performance toward organizational goals. (f) Employees placed on modified duty on a thirty-eight (38) hour schedule will have their current 56 hour sick leave and vacation balances converted to 38 hour banks with a conversion factor of .6786. When the employee returns to their 56-hour schedule, their leave bank will be converted back at a 1.474 rate. While on modified duty, employees will accrue leaves at the 38-hour rate. Employees on modified duty will receive holiday pay for all holidays in accordance with the provisions of Article 11 Section 2(b). (g) The City may cease the modified duty assignment at the CITY’s discretion and place the employee back on sick leave. (h) The employee will return to regular duty upon a full release by their treating physician and the approval of Human Resources. (i) An employee that is assigned temporary modified duty due to a non- occupational illness or injury or who is away from work for a period of nine (9) months or more shall complete the ▇▇▇▇▇▇▇▇▇ Fire Department Return to Duty program.

OFF-DUTY INJURIES. Section 1: An employee who is incapacitated due to non-service incurred accidents or illness shall be entitled to draw their full wage against sick leave to the extent accrued. If the employee has exhausted his sick leave, annual leave shall be used until exhausted, then donated leave, and then shift trades to the extent available to cover the absence. Section 2: The employee will continue to be eligible for benefits from the City self- funded insurance plan while they are utilizing available accrued sick leave, then annual leave, then donated leave, and then shift trades, during the time of absence from work for the CITY. Section 3: The CITY will allow an absence of up to a total of six (6) months, or to the extent the employee has any type of paid leave available, whichever is greater. If an employee has less than six (6) months of paid leave available, the employee must use all of their paid leave to be eligible for extended leave up to the total of six (6) months’ of absence. Any employee who is on leave without pay per the provisions of this Section, will remain eligible for benefits from the City’s Self Insured Benefit Plan. At the end of this time, the CITY may require a medical separation if, based on a licensed physician's evaluation and prognosis, time the employee has suffered injuries that cannot may be reasonably accommodated to allow the employee to perform the essential functions of his jobmedically separated. If the employee is medically separated, the employee they will be eligible for COBRA coverage through the City’s Self Insured Benefit Plan. (a) An employee who is discharged due to an off-duty injury may be eligible for rehire, upon written request by the employee, into an available position that is offered by the CITY which the employee has previously held and is qualified. At the discretion of the CITY, an employee’s rehire shall be subject to: (1) A medical release to return to work with or without reasonable accommodation from the employee’s personal physician; (2) Successful completion of the new hire physical agility test. (3) Successful completion of the new hire background check Section 4: Temporary Modified Duty: An employee incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the City which a physician determines the employee is able to perform. The employee shall be paid one-hundred percent (100%) of the employee’s current pay grade. Current Regular Employees regular employees will not be laid off because of such placement. (a) An employee making the request for temporary modified duty shall submit their request to the Fire Chief, with a letter from their physician outlining the physical restriction(s) and approximate time the employee could return to full duty. (b) All requests for temporary modified duty assignments shall be submitted to Human Resources for review and approval. (c) Members requesting temporary modified duty may apply after expending a minimum of sick leave use for one full pay period; provided it is available. Modified duty will be worked on a thirty-eight (38) hour schedule. (d) The request for temporary modified duty must be for a minimum of two full pay periods. (e) The request for temporary modified duty must be resubmitted by the employee every thirty (30) calendar days. The assigned supervisor will have authority to accept or reject the request based on the employee’s performance toward organizational goals. (f) Employees placed on modified duty on a thirty-eight (38) hour schedule will have their current 56 hour sick leave and vacation balances converted to 38 hour banks with a conversion factor of .6786. When the employee returns to their 56-hour schedule, their leave bank will be converted back at a 1.474 rate. While on modified duty, employees will accrue leaves at the 38-hour rate. Employees on modified duty will receive holiday pay for all holidays in accordance with the provisions of Article 11 Section 2(b). (g) The City may cease the modified duty assignment at the CITY’s discretion and place the employee back on sick leave. (h) The employee will return to regular duty upon a full release by their treating physician and the approval of Human Resources. (i) An employee that is assigned temporary modified duty due to a non- occupational illness or injury or who is away from work for a period of nine (9) months or more shall complete the ▇▇▇▇▇▇▇▇▇ Fire Department Return to Duty program.

OFF-DUTY INJURIES. Section 1: An employee who is incapacitated due to non-service incurred accidents or illness shall be entitled to draw their full wage against sick leave to the extent accrued. If the employee has exhausted his their sick leave, annual leave shall be used until exhausted, then donated leave, and then shift trades to the extent available to cover the absence. Section 2: The employee will continue to be eligible for benefits from the City CITY’s self- funded insurance plan while they are utilizing available accrued sick leave, then annual leave, then donated leave, and then shift trades, during the time of absence from work for the CITY. Section 3: The CITY will allow an absence of up to a total of six (6) months, or to the extent the employee has any type of paid leave available, whichever is greater. If an employee has less than six (6) months of paid leave available, the employee must use all of their paid leave to be eligible for extended leave up to the total of six (6) months’ of absence. Any employee who is on leave without pay per the provisions of this Section, Section will remain eligible for benefits from the CityCITY’s Self Insured Benefit Plan. At the end of this time, the CITY may require a medical separation if, based on a licensed physician's evaluation and prognosis, the employee has suffered injuries that cannot be reasonably accommodated to allow the employee to perform the essential functions of his their job. If the employee is medically separated, the employee will be eligible for COBRA coverage through the CityCITY’s Self Insured Benefit Plan. (a) An employee who is discharged due to an off-duty injury may be eligible for rehire, upon written request by the employee, into an available position that is offered by the CITY which the employee has previously held and is qualified. At the discretion of the CITY, an employee’s rehire shall be subject to: (1) A medical release to return to work with or without reasonable accommodation from the employee’s personal physician; (2) Successful completion of the new hire physical agility test.; (3) Successful completion of the new hire background check Section 4: Temporary Modified Duty: An employee incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the City which a physician determines the employee is able to perform. The employee shall be paid one-hundred percent (100%) of the employee’s current pay grade. Current Regular Employees will not be laid off because of such placementcheck. (a) An employee making the request for temporary modified duty shall submit their request to the Fire Chief, with a letter from their physician outlining the physical restriction(s) and approximate time the employee could return to full duty. (b) All requests for temporary modified duty assignments shall be submitted to Human Resources for review and approval. (c) Members requesting temporary modified duty may apply after expending a minimum of sick leave use for one full pay period; provided it is available. Modified duty will be worked on a thirty-eight (38) hour schedule. (d) The request for temporary modified duty must be for a minimum of two full pay periods. (e) The request for temporary modified duty must be resubmitted by the employee every thirty (30) calendar days. The assigned supervisor will have authority to accept or reject the request based on the employee’s performance toward organizational goals. (f) Employees placed on modified duty on a thirty-eight (38) hour schedule will have their current 56 hour sick leave and vacation balances converted to 38 hour banks with a conversion factor of .6786. When the employee returns to their 56-hour schedule, their leave bank will be converted back at a 1.474 rate. While on modified duty, employees will accrue leaves at the 38-hour rate. Employees on modified duty will receive holiday pay for all holidays in accordance with the provisions of Article 11 Section 2(b). (g) The City may cease the modified duty assignment at the CITY’s discretion and place the employee back on sick leave. (h) The employee will return to regular duty upon a full release by their treating physician and the approval of Human Resources. (i) An employee that is assigned temporary modified duty due to a non- occupational illness or injury or who is away from work for a period of nine (9) months or more shall complete the ▇▇▇▇▇▇▇▇▇ Fire Department Return to Duty program.

OFF-DUTY INJURIES. Section 1: An employee who is incapacitated due to non-service incurred accidents or accidentsor illness shall be entitled to draw their full wage against sick leave to the extent accrued. If the employee has exhausted his their sick leave, annual leave shall be used until exhausted, then donated leave, and then shift trades to the extent available to cover the absence. Section 2: The employee will continue to be eligible for benefits from the City CITY’s self- funded insurance plan while they are utilizing available accrued sick leave, then annual leave, then donated leave, and then shift trades, during the time of absence from work for the CITY. Section 3: The CITY will allow an absence of up to a total of six (6) months, or to the extent the employee has any type of paid leave available, whichever is greater. If an employee has less than six (6) months of paid leave available, the employee must use all of their paid leave to be eligible for extended leave up to the total of six (6) months’ of absence. Any employee who is on leave without pay per the provisions of this Section, Section will remain eligible for benefits from the CityCITY’s Self Insured Benefit Plan. At the end of this time, the CITY may require a medical separation if, based on a licensed physician's evaluation and prognosis, the employee has suffered injuries that cannot be reasonably accommodated to allow the employee to perform the essential functions of his their job. If the employee is medically separated, the employee will be eligible for COBRA coverage through the CityCITY’s Self Insured Benefit Plan. (a) An employee who is discharged due to an off-duty injury may be eligible for rehire, upon written request by the employee, into an available position that is offered by the CITY which the employee has previously held and is qualified. At the discretion of the CITY, an employee’s rehire shall be subject to: (1) A medical release to return to work with or without reasonable accommodation from the employee’s personal physician; (2) Successful completion of the new hire physical agility test.; (3) Successful completion of the new hire background check Section 4: Temporary Modified Duty: An employee incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the City which a physician determines the employee is able to perform. The employee shall be paid one-hundred percent (100%) of the employee’s current pay grade. Current Regular Employees will not be laid off because of such placementcheck. (a) An employee making the request for temporary modified duty shall submit their request to the Fire Chief, with a letter from their physician outlining the physical restriction(s) and approximate time the employee could return to full duty. (b) All requests for temporary modified duty assignments shall be submitted to Human Resources for review and approval. (c) Members requesting temporary modified duty may apply after expending a minimum of sick leave use for one full pay period; provided it is available. Modified duty will be worked on a thirty-eight (38) hour schedule. (d) The request for temporary modified duty must be for a minimum of two full pay periods. (e) The request for temporary modified duty must be resubmitted by the employee every thirty (30) calendar days. The assigned supervisor will have authority to accept or reject the request based on the employee’s performance toward organizational goals. (f) Employees placed on modified duty on a thirty-eight (38) hour schedule will have their current 56 hour sick leave and vacation balances converted to 38 hour banks with a conversion factor of .6786. When the employee returns to their 56-hour schedule, their leave bank will be converted back at a 1.474 rate. While on modified duty, employees will accrue leaves at the 38-hour rate. Employees on modified duty will receive holiday pay for all holidays in accordance with the provisions of Article 11 Section 2(b). (g) The City may cease the modified duty assignment at the CITY’s discretion and place the employee back on sick leave. (h) The employee will return to regular duty upon a full release by their treating physician and the approval of Human Resources. (i) An employee that is assigned temporary modified duty due to a non- occupational illness or injury or who is away from work for a period of nine (9) months or more shall complete the ▇▇▇▇▇▇▇▇▇ Fire Department Return to Duty program.