Common use of Permanent Reassignment Clause in Contracts

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 sus- tained injury on duty, regardless of years of service, while per- forming 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 desig- nated by the installation head giving full evidence of the phys- ical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certifi- cate from the employee’s personal physician will not be acceptable. 2. The following procedures are the exclusive procedures for resolving a disagreement between the employee’s physician and the physician designated by the USPS concerning the medical condition of an employee who has requested a per- manent light duty assignment. These procedures shall not apply to cases where the employee’s medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condi- tion in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate strik- ing of names from the list by the Union and the Employer. The Employer will supply the selected physician with all relevant facts including job description and occupational physical requirements. The decision of the third physician will be final as to the employee’s medical condition and occupational lim- itations, if any. Any other issues relating to the employee’s entitlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer.

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 sus- tained sustained injury on duty, regardless of years of service, while per- forming performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation 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 certificate certifi- cate from the United States Public Health Service or a physician desig- nated designated by the installation head giving full evidence of the phys- ical physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certifi- cate certificate from the employee’s personal physician will not be acceptable. 2. The following procedures are the exclusive procedures pro- cedures for resolving a disagreement between the employee’s physician and the physician designated designat- ed by the USPS concerning the medical condition of an employee who has requested a per- manent permanent light duty assignment. These procedures shall not apply to cases where the employee’s medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condi- tion condition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate strik- ing striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all relevant facts including job description and occupational physical requirements. The decision of the third physician will be final as to the employee’s medical condition and occupational lim- itationslimitations, if any. Any other issues relating to the employee’s entitlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer.

Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexible flexi- ble employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sus- tained sustained injury on duty, regardless of years of service, while per- forming performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment assign- ment to the installation head if the employee is permanently per- manently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician desig- nated designated by the installation head giving full evidence of the phys- ical condition of the employee, the need for reassignmentreassign- ment, and the ability of the employee to perform other duties. A certifi- cate certificate from the employee’s personal per- ▇▇▇▇▇ physician will not be acceptable. 2. The following procedures are the exclusive procedures proce- dures for resolving a disagreement between the employee’s physician and the physician designated by the USPS concerning the medical condition of an employee who has requested a per- manent permanent light duty assignment. These procedures shall not apply to cases where the employee’s medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condi- tion condition in question, the list to be supplied sup- plied by the local Medical Society. The physician will be selected by the alternate strik- ing striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all relevant facts including job description and occupational occupa- tional physical requirements. The decision of the third physician will be final as to the employee’s medical condition and occupational lim- itationslimitations, if any. Any other issues relating to the employee’s entitlement enti- tlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer.be