Permanent Reassignment. Nothing in this procedure will preclude Management from permanently reassigning an employee to another position provided the employee is notified, in writing, of the reason(s) for the reassignment. A permanent reassignment is an extraordinary action. In order for an involuntary permanent reassignment to be made, either operational need must exist for the reassignment, or there must exist reasons for the reassignment, which effectively preclude the employee from performing their bid position. An employee on Leave Without Pay for ten (10) or more consecutive work days (except those placed on Leave Without Pay as a result of an illness or injury compensable under the worker’s compensation system or on Family Medical Leave) and/or receiving shared leave for ten (10) or more consecutive work days, or a combination thereof may be reassigned and will have their bid requests suspended until they return to work.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexible employee having a minimum of five years of postal service, or any full-time regular or part- time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from the United States Public Health Service or a physician designated by the installation head giving full evidence of the physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certificate from the employee’s personal physician will not be acceptable.
Permanent Reassignment. Whenever the Appointing Authority determines to make a permanent reassignment within thirty-five (35) miles, the Appointing Authority shall, before the reassignment is effected, consider (but not be limited to) the following:
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexi- ble employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assign- ment to the installation head if the employee is per- manently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician designated by the installation head giving full evidence of the phys- ical condition of the employee, the need for reassign- ment, and the ability of the employee to perform other duties. A certificate from the employee’s per- xxxxx physician will not be acceptable.
Permanent Reassignment. Any ill or injured full-time or part-time employee having a minimum of five years postal service or any full-time or part-time employee who sustained injury on duty, regardless of years of service, while performing assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the Management Designee in each Center if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician designated by the Management Designee giving full evidence of the physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certificate from the employee’s personal physician will not be acceptable.
Permanent Reassignment. 1. The University may reassign a bargaining unit member from one job assignment or work area to another, within or between departments or work shifts.
Permanent Reassignment. Insofar as possible, the Company will try to reinstate in the Company any Cabin Attendant who can no longer perform his duties.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flex- ible employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician designated by the installation head giving full evidence of the physical condition of the employee, the need for
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexible employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installa- tion head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certifi- cate from the United States Public Health Service or a physician designated by the installation head giving full evidence of the physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certificate from the employee’s personal physician will not be acceptable.
Permanent Reassignment. In accordance with the provisions of the Agreement or other applicable authority, employees whose positions are being eliminated and who are assigned to the Job Bank may be reassigned to a new position and/or duty location within their job classification at a time determined to be appropriate by the Employer. Such reassignment terminates the affected employee’s assignment to the Job Bank. Employees may opt for a six (6) month probationary period if they are reassigned, with rights to return to the Job Bank, if they do not pass probation. This election must be declared at the time of reassignment.
