Common use of Fitness for Duty Examination Clause in Contracts

Fitness for Duty Examination. SECTION 1. If the Employer has reasonable suspicion to believe that an Employee is medically or psychologically unable to perform the essential functions of the Employee’s position, the Employer may relieve the Employee from duty. If relieved from duty, the Employee shall be placed on paid administrative leave and the Employer shall pay the costs of a medical or psychological examination that is required by the Employer. An Employee found by the qualified medical professional selected by the Employer to have a medical or psychological disorder, condition, syndrome, or is otherwise unable to perform the essential functions of his/her position, with or without reasonable accommodation in accordance with the ADA, shall not be permitted to work and further time off duty may be charged to available sick leave, or if none, vacation leave at the Employee's request or may be designated as FMLA leave at the Employee’s or the Employer’s initiative as permitted by law. If there is substantial documentation that an employee shall not be able to return to work, or the employee has not returned to work within six (6) months, the Employee may be disability separated.

Fitness for Duty Examination. SECTION 1. If the Employer has reasonable suspicion to believe that an Employee is medically or psychologically unable to perform the essential functions of the Employee’s position, the Employer may relieve the Employee from duty. If relieved from duty, the Employee shall be placed on paid administrative leave and the Employer shall pay the costs of a medical or psychological examination that is required by the Employer. An Employee found by the qualified medical professional selected by the Employer to have a medical or psychological disorder, condition, syndrome, or is otherwise unable to perform the essential functions of his/her their position, with or without reasonable accommodation in accordance with the ADA, shall not be permitted to work and further time off duty may be charged to available sick leave, or if none, vacation leave at the Employee's request or may be designated as FMLA leave at the Employee’s or the Employer’s initiative as permitted by law. If there is substantial documentation that an employee Employee shall not be able to return to work, or the employee Employee has not returned to work within six (6) months, the Employee may be disability separated.