Limited Duty Assignments. The decision as to the availability of a limited duty assignment shall rest in the sole discretion of the Chief/CMU PD, and that decision shall not be subject to grievance.
Limited Duty Assignments. When an employee claims temporary disability from performing his/her usual and customary duties, the State may require medical substantiation of the condition. Upon request of the employee, when temporary disability is confirmed by medical substantiation, a limited duty assignment may be considered. Consistent with State Personnel Board rules, the State may provide a limited duty assignment within the employee's medical restrictions and classification, dependent on availability of work and funding. The Union recognizes that limited duty assignments are not possible in every work setting and that the creation of a limited duty assignment is at the discretion of the appointing power. Furthermore, employees accepting a limited duty assignment may be required to change work schedules (i.e. start/stop times, days off, assigned shift-days, swing, or graveyard). Accommodations made under this section shall not interfere with the seniority rights or other explicit rights granted Bargaining Unit 7 employees by this agreement. This section is grievable to the third (3rd) step of the grievance procedure. Matters contained in this section not resolved at the third (3rd) step of the grievance procedure may be appealed to the State Personnel Board.
Limited Duty Assignments. There shall be no discrimination between males and females in the granting of limited duty assignments nor the positions to which people should be assigned.
Limited Duty Assignments. An employee requesting any limited duty assignment shall submit the request in writing with supporting medical documentation through their command to HRD. HRD will process the request in accordance with HRD’s standard operating procedures. Provided the Chief determines that appropriate bargaining unit work is available, the HRD shall coordinate selection of the assignment with the employee’s attending physician and, if necessary, with the Employer’s physician after an independent medical examination. An employee shall have the option to accept a limited duty position that is approved by their attending physician and, if necessary, by the Employer’s physician after an independent medical examination, and that is in compliance with this Agreement.
Limited Duty Assignments. A) When an employee who has incurred an injury or illness in the course of employment is determined by the Examining Physician, as appointed by the City, to be capable of performing limited duty, the City, in its discretion, may place the employee in a temporary light duty position, in accordance with the Examining Physician’s stated medical limitations. The exclusive right to determine whether such light duty is necessary and available, the nature of the assignment, and the period of time during which such assignment is made and continued, shall be vested with the City. The employee shall be paid his/her regular rate of pay for the duration of the limited duty assignment. Consistent with applicable law, an employee who refuses a light duty assignment will be deemed to have refused available work and will cease to be eligible for continued disability payments.
Limited Duty Assignments. When an employee is injured on the job and/or they become medically disqualified from their current position as a result of an on-the-job injury or illness, the Agency will assign the employee limited duties on a temporary basis where it has been determined that the employee can satisfactorily perform such duties and when such duties are available. If the medical disqualification is of a permanent nature, disability retirement, reassignment, or retraining options in accordance with applicable regulations may be considered.
Limited Duty Assignments. When an officer who is recovering from an injury or illness compensable under Workers’ Compensation is certified as fit for limited or light-duty but not full duty, the City shall provide light-duty employment subject to the following limitations and conditions:
Limited Duty Assignments. Employees who have experienced a worker’s compensation injury and who have been evaluated and released by an approved physician as physically able to return to work with specific limitations, will return to their job site upon written authorization by Insurance and Benefits Management. The specific work limitation will be forwarded to the employee’s supervisor from the treating physician. The employee will remain in his/her job site, performing appropriate duties as identified by the supervisor for a period of ten (10) work days. No later than eleven (11) days after returning to limited duty, the employee will be evaluated by the physician and, if not released for full duty, will be returned for limited duty for the work period not to exceed ten (10) work days. At the completion of the second ten (10) day period, if the employee is not able to return to a full-duty status, he will be evaluated by the physician, the principal/supervisor and Insurance and Benefits Management to determine the employee’s status. Alternatives such as returning to worker’s compensation off-duty status, continuation of limited duty assignments, alternate duty assignments, and/or other assignments will be reviewed with the employee.
Limited Duty Assignments. Employees who have experienced a worker’s 23 compensation injury and who have been evaluated and released by an approved physician as 24 physically able to return to work with specific limitations, will return to their job site upon 25 written authorization by the Insurance and Benefits Management. The specific work limitation 26 will be forwarded to the employee’s supervisor from the treating physician. The employee will 27 remain in his/her job site, performing appropriate duties as identified by the supervisor for a 28 period of ten (10) work days. No later than eleven (11) days after returning to limited duty, the 29 employee will be evaluated by the physician and, if not released for full duty, will be returned for 30 limited duty for the work period not to exceed ten (10) work days. At the completion of the 31 second ten (10) day period, if the employee is not able to return to a full-duty status, he will be 32 evaluated by the physician, the principal/supervisor and the Insurance and Benefits Management 33 to determine the employee’s status. Alternatives such as returning to worker’s compensation off- 34 duty status, continuation of limited duty assignments, alternate duty assignments, and/or other 35 assignments will be reviewed with the employee.
Limited Duty Assignments. Employees who have experienced a worker’s 30 compensation injury and who have been evaluated and released by an approved physician as 32 written authorization by Insurance and Benefits Management. The specific work limitation will 33 be forwarded to the employee’s supervisor from the treating physician. The employee will 34 remain in his/her job site, performing appropriate duties as identified by the supervisor for a 35 period of ten (10) work days. No later than eleven (11) days after returning to limited duty, the 36 employee will be evaluated by the physician and, if not released for full duty, will be returned for 37 limited duty for the work period not to exceed ten (10) work days. At the completion of the 38 second ten (10) day period, if the employee is not able to return to a full-duty status, he will be 39 evaluated by the physician, the principal/supervisor and Insurance and Benefits Management to 40 determine the employee’s status. Alternatives such as returning to worker’s compensation off- 1 duty status, continuation of limited duty assignments, alternate duty assignments, and/or other 2 assignments will be reviewed with the employee.
