Common use of Light Duty Clause in Contracts

Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City may require an employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee is qualified to perform, provided the City’s physician has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. The employee may, under such circumstances, present a statement from his/her own physician to the physician selected by the City for his/her consideration in making the determination of the employee’s fitness to perform the light duty assignment in question. If an employee returns or is required to return to work in a light duty assignment, and the employee is unable to assume full duties and responsibilities within six (6) months thereafter, the City retains the right to place the employee on disability leave. Nothing herein shall be construed to require the City to create light duty assignments for an employee. Employees will only be assigned to light duty assignments when the City reasonably determines that the need exists and only as long as such need exists. Nothing in this Section shall affect the statutory rights of the Pension Board in dealing with an employee on a disability pension.

Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City Village may require an employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee is qualified to perform, provided the CityVillage’s physician (or the employee’s physician at the Village’s option) has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities with six months. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not be arbitrarily and unreasonably denied, provided that the Village’s physician (or the employee’s physician at the Village’s option) has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. The Unless the Village’s needs require otherwise, the hours of work for an employee may, under such circumstances, present with a statement from his/her own physician to the physician selected by the City for his/her consideration in making the determination of the employee’s fitness to perform the light duty assignment in questionshall normally be their regular working hours and shift (unless the physician specifies a shorter work week). If an employee returns or is required to return to work in a light duty assignment, assignment and the employee is unable to assume full duties and responsibilities within six (6) months thereafter, the City Village retains the right to place the employee on disability medical leave. Nothing herein shall be construed to require the City Village to create light duty assignments for an employee. Employees will only be assigned to light duty assignments when the City Village reasonably determines that the need exists and only as long as such need exists. Nothing in this Section shall affect the statutory rights of the employee or Pension Board in dealing with an employee on a disability pension.

Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City Village may require an employee who is on sick leave leave, emergency leave, or Worker’s Compensation leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee is qualified to perform, provided the CityVillage’s physician has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. The An employee maywho is on sick leave, under emergency leave, or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he be placed in an available light duty assignment that the employee is qualified to perform and such circumstancesa request shall not arbitrarily and unreasonably be denied, present a statement from his/her own provided that the Village’s physician to has reasonably determined that the physician selected by the City for his/her consideration in making the determination of the employee’s fitness employee is physically able to perform the light duty assignment in questionquestion without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six months. Unless the employee consents to a different work schedule, the hours of work for an employee with a light duty assignment shall be eight (8) consecutive hours (including a one-half hour paid lunch period) between 7 a.m. and 7 p.m., Monday through Friday (unless the physician specifies a shorter workweek). If an employee returns or is required to return to work in a light duty assignment, assignment and the employee is unable to assume full duties and responsibilities within six (6) months thereafter, the City Village retains the right to place the employee on disability leave. Nothing herein shall be construed to require the City Village to create light duty assignments for an employee. Employees will only be assigned to light duty assignments when the City Village reasonably determines that the need exists and only as long as such need exists. If the number of available light duty assignment(s) is limited, preference shall be given to employees on Worker’s Compensation leave. Nothing in this Section shall affect the statutory rights of the Pension Board in dealing with an employee on a disability pension.

Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City Employer may require an employee who is on sick leave or Worker’s 's Compensation leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee is qualified to performperform (or the employee may request to do so), provided the City’s Employer's physician (and/or the employee's physician, at the Employer's option) has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk risk, that such return to work will not aggravate any pre-pre existing injury and that there is a reasonable expectation that the employee will be able to assume full fully resume his normal duties and responsibilities within six (6) months. The employee may, under such circumstances, present a statement from his/her own physician Employer reserves the right to specify the physician selected by the City for his/her consideration in making the determination anticipated duration of the employee’s fitness to perform the light duty assignment. Failure of the employee of report for a light duty assignment in questionshall be cause for termination. If an employee returns or is required to return to work in a light duty assignment and if the Employer subsequently discontinues the particular light duty assignment, and or if the employee need for the light duty work is unable to assume full duties and responsibilities within six (6) months thereafterexhausted or if the employee’s performance in the light duty assignment is unsatisfactory, the City Employer retains the right to place return the employee on disability leaveto Workers Compensation (and/or to impose appropriate discipline in the event of unsatisfactory performance). Nothing herein shall be construed in this Article is intended in infringe on the Employer’s discretion to require the City to create or not create light duty assignments for an employee. Employees will only be assigned to light duty assignments when the City reasonably Employer determines that the need exists and only as long as such need exists. Nothing Any individual participating in this Section shall affect the statutory rights company light duty program will be prohibited from doing bargaining unit work unless mutually agreed to by the Company and the Union. The Local Riders will address the particular rates of pay, and health, welfare, and pension contributions. It is understood that any disagreement between the company’s doctor and the individual’s physician will be decided by a qualified third party physician chosen by both doctors. The third party opinion will be final and binding. Seniority will be recognized as the determining factor for qualified employees eligible for the light duty program. It is understood that if someone is already assigned to the light duty program who is junior, the senior person must wait until the next available position becomes available before he can exercise his seniority rights. Light duty will be considered as time worked for sick leave and vacation eligibility requirements at the employee’s regular rate of pay. Holiday pay will be paid at the light duty rate of pay. Xxxx leave and funeral leave will be paid at the modified work rate if taken during the employee’s participation in the light duty program. Alleged abuses of the Pension Board in dealing with an light duty program shall be subject to the grievance and arbitration procedures. While on light duty, employees shall be kept on the same work week currently assigned. The company will make reasonable attempts to keep employees on the same hours of work the employee on a disability pensionwas scheduled before the injury.

Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City Village may require an employee who is on sick a duty- related injury or illness leave or Worker’s Compensation leave (as opposed to and not on a disability pension) pension to return to work in an available light duty assignment in the Fire Department that the employee is qualified to perform, provided the CityVillage’s physician has reasonably determined that the employee is physically medically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury medical condition and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. The An employee maywho is on a non-duty-related injury or illness leave and not on a disability pension has the right to request that he be placed in an available light duty assignment in the Fire Department that the employee is qualified to perform and such a request shall not unreasonably be denied, under such circumstances, present a statement from his/her own provided that the Village’s physician to has reasonably determined that the physician selected by the City for his/her consideration in making the determination of the employee’s fitness employee is medically able to perform the light duty assignment in questionquestion without significant risk that such return to work will aggravate any pre-existing medical condition and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six months. The normal hours of work for an employee with a light duty assignment shall be between 8:30 a.m. and 5:00 p.m., Monday through Friday, with a one hour lunch period. When an employee is performing light duty assignments under this Section, the employee shall continue to receive his/her regular compensation and benefits. The provisions of Section 15.8 (Fitness Examinations) shall be applicable if an employee disputes the determination of the Village’s physician under any of the provisions of this Agreement. If an employee returns or is required to return to work in a light duty assignment, assignment and the employee is unable to assume full duties and responsibilities within six (6) months thereafter, the City Village retains the right to place end the employee on disability leavelight duty assignment. Nothing herein shall be construed to require the City Village to create light duty assignments for an employee. Employees will only be assigned to light duty assignments when the City Village reasonably determines that the need exists and only as long as such need exists. Nothing in this Section Both parties agree that nothing herein shall affect be construed to either expand or contract the statutory rights provisions of the Pension Board in dealing with Public Employee Disability Act, 5 ILCS 345; provided, however, that if an employee was receiving benefits under said Act immediately prior to returning to work on a disability pensionlight duty assignment, the period of time that an employee works in a light duty assignment tolls the running of the twelve (12) month period of benefits under said Act.

Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City Village may require an employee who is on sick leave or Worker’s Compensation a work-related medical leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee is qualified to perform, provided the CityVillage’s physician has determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six months. An employee who is on sick leave or a work-related medical leave (as opposed to disability pension) has the right to request that he be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not be arbitrarily and unreasonably denied, provided that the Village’s physician (or the employee’s physician at the Village’s option) has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. The employee may, under such circumstances, present a statement from his/her own physician to the physician selected by the City for his/her consideration in making the determination of the employee’s fitness to perform the light duty assignment in question. If an employee returns or is required to return to work in a light duty assignment, assignment and the employee is unable to assume full duties and responsibilities within six (6) months thereafter, the City Village retains the right to either continue the employee on light duty if there is a reasonable prospect that the employee will be able to assume full responsibilities shortly thereafter or place the employee on disability leave/sick leave. Nothing While the Village will give good faith consideration to an employee’s request for a light duty assignment where a physician as provided above has determined that the employee is able to perform a light duty assignment, nothing herein shall be construed to require the City Village to create a light duty assignments assignment for an employee. Employees will only be assigned to light duty assignments when the City reasonably determines that the need exists and only as long as such need exists. Nothing in this Section shall affect the statutory rights of the Pension Board in dealing with an employee on a disability pension.

Light Duty. An employee A bargaining unit member who is on eligible for sick leave or Worker’s Compensation worker's compensation leave (as opposed may request to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee member is qualified to perform and such a request shall not arbitrarily and be unreasonably be denied, provided that the employee’s member's physician has provided a statement that the employee member is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- pre-existing injury and that there is a reasonable expectation that the employee member will be able to assume full duties and responsibilities within 180 days (six (6) months). If the City Village has any question concerning the employee’s bargaining unit member's fitness to perform the light duty assignment, the City Village may reasonably base its decision regarding light duty on the findings of a physician selected by the City’s physicianVillage. The City Village may require an employee a bargaining unit member who is on sick leave or Worker’s Compensation worker's compensation leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee member is qualified to perform, provided the City’s member's physician has reasonably determined that the employee member is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee member will be able to assume full duties and responsibilities within 180 days (six (6) months. The employee may, under such circumstances, present a statement from his/her own physician to the physician selected by the City for his/her consideration in making the determination of the employee’s fitness to perform the light duty assignment in question). If an employee a bargaining unit member returns or is required to return to work in a light duty assignment, and the employee member is unable to assume full duties and responsibilities within 180 days (six (6months) months thereafter, the City Village retains the right to place the employee on sick/disability leave. Nothing herein shall be construed to require the City Village to create light duty assignments for an employeea bargaining unit member. Employees Bargaining unit members will only be assigned to light duty assignments when the City Village reasonably determines that the need exists and only as long as such that need exists. Nothing in this Section shall affect the statutory rights of the Pension Board in dealing with an employee on a disability pension.