Medical Disqualification. (a) A driver who is judged medically unqualified to drive, but is considered physically fit and qualified to perform other inside jobs, will be afforded the opportunity to displace the least senior full-time or casual inside employee at such work until he/she can return to his/her driving job. However, if the displacement of a full-time employee with a CDL would negatively affect the employer’s operation, the medically disqualified driver may only displace a casual inside employee. “Red-circled” non- CDL cartage employees shall not be subject to displacement in this process. While performing the inside work, the driver will be paid ninety percent (90%) of the appropriate rate of pay for the full-time classification of work being performed. The Company shall attempt to provide eight (8) hours of work, if possible, out of available work.
Medical Disqualification. The Company will provide medical removal protection benefits as described in and in accordance with 10 CFR Parts 1046.14(b) and (c). A member of the Xxxxxx Laboratory Protective Force, who becomes disqualified for reasons beyond their control and has exhausted the medical removal protection benefits prescribed by 10 CFR Parts 1046.14, if applicable, has one of two options.
Medical Disqualification. (a) A driver who is judged medically unqualified to drive, but is con- sidered physically fit and qualified to perform other inside jobs, will be afforded the opportunity to displace the least senior fulltime or casual inside employee at such work until he/she can return to his/her driving job. However, if the displacement of a full-time employee with a CDL would negatively affect the employer’s operations, the medically dis- qualified driver may only displace a casual inside employee. “Red-cir- cled” non-CDL cartage employees shall not be subject to displacement in this process. While performing the inside work, the driver will be paid the appropriate rate of pay for the full-time classification of work being performed. The Company shall attempt to provide eight (8) hours of work, if possible, out of available work.
Medical Disqualification. (a) A driver who is judged medically unqualified to drive, but is considered physically fit and qualified to perform other inside jobs, will be afforded the opportunity to displace the least senior fulltime or casual inside employee at such work until he/she can return to his/her driving job. However, if the displacement of a full-time employee with a CDL would negatively affect the employer’s operations, the medically disqualified driver may only displace a casual inside employee. “Red-circled” non-CDL cartage employees shall not be subject to displacement in this process. While performing the inside work, the driver will be paid the appropriate rate of pay for the full-time classification of work being performed. The Company shall attempt to provide eight (8) hours of work, if possible, out of available work. If an employee is working in a MEDO classification and has utilized this provision to work in a classification that he/she is physically fit and qualified to perform, the employee is required to verify his/her medical status on an annual basis. The employee must have a DOT MEC examination performed by the medical provider designated by the employer to determine if the employee is capable of returning to a driving position and/or is physically fit and qualified to perform other inside jobs. The employee may also select his/her own medical provider to perform a second DOT MEC examination to determine his/her MEDO status. The employee selected medical provider must be FMCSA registered and certified. In the event of a disagreement between the employer-selected provider and the employee-selected provider, the employer and employee-selected providers shall together select a third provider within seven (7) days, whose opinion shall be final and binding to determine if the employee is capable of returning to a driving position and/or is physically fit and qualified to perform other inside jobs. The expense of the third provider shall be equally divided between the Employer and the Union. Disputes concerning back pav shall be subject to the grievance procedure. If the employee is able to obtain a DOT medical card, he/she will be returned to a driving position based on the employee's seniority. If it is determined by the medical provider that he/she is unable to return to the driving position and the employee is considered physically fit and qualified to perform the inside job the employee is currently performing, the employee will remain in that job. If it i...
Medical Disqualification. (a) A driver who is judged medically unqualified to drive, but is considered physically fit and qualified to perform other inside jobs, will be afforded the opportunity to displace the least senior fulltime or casual inside employee at such work until he/she can return to his/her driving job. However, if the displacement of a full-time em- ployee with a CDL would negatively affect the employer’s opera- tions, the medically disqualified driver may only displace a casual inside employee. “Red-circled” non-CDL cartage employees shall not be subject to displacement in this process. While performing the inside work, the driver will be paid the appropriate rate of pay for the full-time classification of work being performed. The Com- pany shall attempt to provide eight (8) hours of work, if possible, out of available work. If an employee is working in a MEDQ classification and has uti- lized this provision to work in a classification that he/she is physi- cally fit and qualified to perform, the employee is required to verify his/her medical status on an annual basis. The employee must have a DOT MEC examination performed by the medical provider des- ignated by the employer to determine if the employee is capable of returning to a driving position and/or is physically fit and qualified to perform other inside jobs. The employee may also select his/her own medical provider to per- form a second DOT MEC examination to determine his/her MEDQ status. The employee selected medical provider must be FMCSA
