TEMPORARY LIGHT DUTY ASSIGNMENT Clause Samples

TEMPORARY LIGHT DUTY ASSIGNMENT. Members of the Bargaining Unit may be assigned temporary light duty projects as a result of inability to perform normal routine work tasks due to an off-the-job injury (see Article 15).
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TEMPORARY LIGHT DUTY ASSIGNMENT. Employees who have experienced an illness or injury and who are released to return to work on a regular or reduced schedule basis but with temporary restrictions, as supported by medical documentation, may request a temporary light duty assignment. When such a request is made, the request will be reviewed for approval by the State Entity’s Human Resources Director or designee. A temporary light duty assignment is for a specified time and limited purpose and fulfills necessary job duties and responsibilities appropriate for the Employee’s skills and level of experience as determined by the State Entity and which the Employee can perform without violating any medical restriction(s) imposed as a result of a temporary illness or injury. The Employee will be compensated at their normal rate of pay for the temporary duty hours worked. A temporary light duty assignment does not create a right for the Employee to permanently perform the duties or occupy that or any other position on a regular basis. A temporary light duty request or assignment under this Article does not supersede or modify the procedures applicable to Employees eligible for short-term disability (STD), long term disability (LTD), Workers’ Compensation, reasonable accommodation under the Americans with Disabilities Act (ADA) or leave benefits under the Family and Medical Leave Act (FMLA). In the event that any conflict arises between these laws, applicable benefit plans or provisions of this Article, the laws and applicable benefit plans shall control. Nothing in this Article is meant to alter the State’s or Employee’s rights or obligations under the Colorado Anti-Discrimination Act (CADA), ADA, the FMLA, the State’s STD or LTD Insurance plans or Workers’ Compensation regulations.
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TEMPORARY LIGHT DUTY ASSIGNMENT. 17.1 Temporary Light Duty Assignments for Work-Related Injuries and Illnesses 17.1.1 For the convenience of the City, an employee may be assigned other duties in a temporary light duty assignment as a result of a work-related injury or illness based upon the employee’s abilities. Light duty assignments shall be approved in writing by the Chief of Police. Light duty assignment approval is subject to the needs of the City during the period of the employee’s condition. Light duty assignments are not guaranteed and are considered on a case- by-case basis. Employee ability to perform any given light duty assignment is determined based on capabilities, medical restrictions, job qualifications and medical or psychological evaluation from a physician designated by the City. 17.1.2 When the employee is receiving Workers’ Compensation disability pay, employee refusal to accept a light duty assignment offer is cause for disciplinary action and could result in the reduction or loss of Workers’ Compensation benefits. 17.2 Temporary Light Duty Assignments for Non-Work-Related Injuries, Conditions, and Illnesses 17.2.1 Full-time employees with non-work-related injuries, conditions (including pregnancy) or illnesses may request consideration for a temporary transfer to a light duty assignment. The determination of the availability and continuation of a light duty assignment within the department is to be made by and within the sole discretion of the Chief of Police. The number of light duty assignments available for non work-related injuries, conditions and illnesses shall be capped at three (3) assignments at any one time. For purposes of this Article, pregnancy-related medical conditions shall not be considered to be among the “injuries, conditions and illnesses” at issue. Job modifications due to pregnancy-related medical conditions shall be determined under the policies set forth in the Personnel Manual. Full-time employees that request consideration for temporary transfer to a light duty assignment are subject to the following conditions and guidelines: The employee shall authorize release to the City of the employee’s Protected Health Information related to the injury, condition, or illness by execution of an Authorization for the Use and Disclosure of Protected Health Information (PHI) form. 17.2.2 The employee’s personal physician shall provide to the City a written report stating a date certain when it is expected the employee can return to regular duty and a det...
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TEMPORARY LIGHT DUTY ASSIGNMENT. Light duty assignments available in the City of Portage Fire Department for Firefighters are computer/data entry, fire prevention classes in schools, assisting with administrative duties, and any other specialized activities the Employee may be qualified for not conflicting with any restrictions as set by the Employee’s treating physician. A Firefighter who has not been released for full duty, and who can perform the duties described above and who is released by his or her treating physician for such duty should be assigned to such light duty in eight (8) hour shifts on Monday through Friday, except on designated Holidays at the Firefighter’s regular rate of pay and benefits, including ▇▇▇▇▇ benefits, at the discretion of the Fire Chief. If, in the opinion of the Fire Chief, an Employee is abusing the light duty assignment benefit, light duty may be denied or ended for said Employee. Light duty assignments should be limited to (60) sixty days in duration. The following guidelines shall apply to light duty: • Employees first qualify for Major Medical Sick Leave benefits in order to qualify for light duty. • Light duty may only be granted to an Employee with an anticipated date of return, as provided by Employee’s attending physician. • Light duty shall be given in a maximum of (30) thirty-day increments. Any requests for additional light duty must be made at least (5) five business days prior to the scheduled end of Employee’s light duty assignment.
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Related to TEMPORARY LIGHT DUTY ASSIGNMENT

  • Temporary Assignment Notwithstanding Article 2.04(b)(iii), Regular or Temporary Employees may be assigned to relieve others for additional duties. (a) Where an Employee is assigned to temporarily replace another Employee who is receiving a Responsibility Allowance as per Article 16.01, such Employee shall receive an amount not greater than the amount provided in Article 16.01. (b) When an Employee is assigned to replace another Employee in a higher paid classification for one (1) full Shift or longer, the Employee shall be paid an additional amount equal to the differential between the Employee's current rate of pay and the equivalent step for the more senior classification in which the Employee is relieving. (c) When an Employee is assigned to replace another person in an out-of-scope position at a more senior level for one (1) full Shift or longer, the Employee shall be paid an additional $2.00 per hour.

  • Temporary Assignments When an employee is assigned temporarily by his/her appointing authority to a job for which he/she is qualified in a higher pay grade for a period of five (5) days or his/her regular workweek, whichever is less, the employee shall be paid retroactively from the initial date of the temporary transfer for the duration of the temporary assignment. The employee shall be paid as if he/she had been promoted during such assignment. In no event may an employee acquire any status in a higher classification as a result of his/her temporary assignment. Acting capacity assignments shall not be made on an arbitrary or capricious basis. Employees shall not be rotated in acting capacity in an arbitrary or capricious manner in order to avoid payment of acting capacity pay. This Article shall not be used in lieu of the proper processing of any request for reclassification or reallocation of a position pursuant to the Personnel Rules and the Reclassifications Article, or the filling of a vacancy pursuant to the Personnel Rules and the Seniority Article.

  • Extra Duty Assignments ‌ Instructional faculty members who are assigned non-instructional extra duty assignments by the Employer which are in excess of normal professional responsibilities and extend beyond the normal work day or work year may be provided extra compensation upon recommendation of the ▇▇▇▇ and approval of the President or designee. Instructional faculty members shall have the right to refuse non-instructional extra duty assignments which are in excess of normal professional responsibilities and extend beyond the normal work day or work year. Rate of compensation for such extra duty assignments shall be agreed upon between the faculty member and College ▇▇▇▇ with the approval of the President or designee. If extra duty assignments are canceled by the Employer, the compensation will be pro-rated for any partial completion of assignments.

  • Pay on Temporary Assignment An employee temporarily assigned by the Employer to a position with a rate of pay lower than her regular rate of pay shall maintain her regular rate of pay.

  • Overtime Assignment A. In institutional settings when the Agency determines that overtime is necessary, overtime shall be offered on a rotating basis, to the qualified employees who usually work the shift where the opportunity occurs. If no qualified employees on the shift desire to work the overtime, it will be offered on a rotating basis first to the qualified employee with the most state seniority at the work site. When there are no volunteers to work the overtime as outlined above, and/or where an emergency exists, reasonable overtime hours may be required by the Agency. Such overtime shall be assigned, on a rotating basis, first to the qualified employee with the least state seniority at the work site. This policy shall not apply to overtime work which is specific to a particular employee’s claim load or specialized work assignment or when the incumbent is required to finish a work assignment. B. In non-institutional settings, the Agency reserves the right to schedule and approve overtime. In emergency situations overtime may be approved after the fact. Required overtime that can be worked by more than one (1) employee at the work site (that which is not specific to the particular employee’s case load or specialized work assignment) will be offered on a rotating, state seniority basis. If no qualified employee volunteers for the work, or where an emergency exists, then the qualified employee with the least state seniority at the work site will be assigned on a rotating basis. C. The parties recognize that in both institutional and non-institutional settings, that the Employer has the right to require mandatory overtime where necessary; however, the Employer will not abuse the utilization of mandatory overtime.