Related Illness/injury. (1) An employee who sustains a job-related illness/injury that is compensable under the Workers' Compensation Law shall be carried in full-pay status for a period of medically certified illness/injury not to exceed seven (7) days immediately following the illness/injury, or for a maximum of forty (40) work hours if taken intermittently without being required to use accrued sick or annual leave.
Related Illness/injury. (1) A faculty member who sustains a job-related illness/injury that is compensable under the Workers' Compensation Law will be carried in full pay status for a period of medically certified illness/injury not to exceed seven (7) days immediately following the illness/injury, or for a maximum of forty (40) work hours if taken intermittently, without being required to use accrued sick or annual leave.
Related Illness/injury. Any disputes regarding an employee’s industrial medical status and/or appropriate compensation shall be handled in accordance with the State of California Laws including the applicable Workers’ Compensation Laws and Labor Code.
Related Illness/injury. A. Should the employee select his/her doctor, and the District disagrees with any findings, the District may require a second medical opinion through a District-designated doctor.
Related Illness/injury. Any disputes regarding an employee’s industrial medical status and/or appropriate compensation shall be handled in accordance with the State of California Laws including the applicable Workers’ Compensation Laws and Labor Code. Non-Job-Related Illness/Injury Should the District require any medical examination of an employee with a non- job related illness/injury, the District may designate a doctor for such purpose. This doctor may be the employee’s doctor, however, if the employee’s doctor is selected, the District reserves the right to require a second medical opinion through another District designated doctor. If the first medical examination is not performed by the employee’s doctor, and if the employee disagrees with any medical findings of the District designated doctor, said employee shall have the right to examination by a doctor of his/her choosing. In either case, should the findings of the two doctors be inconsistent, a third doctor shall be mutually selected by the following procedure: The District and the Association shall mutually agree upon an odd- numbered panel of doctors for such purpose. If they are unable to agree upon the names to be included on such a panel, they shall request the Department of Industrial Relations to submit the names of independent medical examiners most frequently used in the San Francisco Bay Area in the various specialties of medicine and these shall constitute the panel. The District and the Association shall select a third doctor from this panel within five (5) working days of the date the dispute is established. The conclusions of the third doctor shall be final and binding upon the parties, and the fee shall be shared fifty-fifty (50-50) by both parties. No employee shall suffer any loss of income or other benefits as a result of any directive to report to a physician, and the time required to report and return from such examination shall be considered as time worked unless the employee is found physically unfit to return to work. If the findings of the District designated and employee selected doctors are inconsistent, no employee shall suffer loss of income or benefits during the first thirty (30) calendar days after the second doctor’s inconsistent conclusions are issued or until the conclusions of the third doctor are issued, whichever occurs first. Should the third doctor uphold the findings of the District designated doctor, the employee shall agree in writing to reimburse the District for any income or ...
