Medical Transfers. The District shall give alternate work, when it is available, to a Unit Member who has become medically unable to satisfactorily perform the Unit Member’s regular job classification duties. The alternate work may constitute lateral transfer or voluntary transfer to a lower classification. The District may require a statement from a licensed physician certifying that the Unit Member is medically able to perform the duties of the alternate work.
Medical Transfers. 20.5.1 The County Office may consider alternate work for Unit Member who is medically unable to satisfactorily perform his/her regular job classification duties due to an illness, injury, medical and/or psychological condition, pursuant to the provisions of the federal Americans with Disabilities Act (ADA). The alternate work may involve a demotion or lateral transfer for which the Unit Member is deemed qualified by the County Office, but it shall be assigned only by mutual agreement with the County Office, CSEA, and the Unit Member.
Medical Transfers. The District may give alternate work, when the same is available, to an employee who has become medically unable to satisfactorily perform his/her regular job class duties. The alternate work assignment may constitute promotion, demotion, or lateral transfer to a related class, but it shall be accomplished only by mutual agreement with CSEA and with the employee's concurrence.
Medical Transfers. The Office may give an alternate work assignment, when such work is available, to any employee who has become medically unable to perform his/her regular job class duties. The alternate work may constitute demotion, or lateral transfer to a related class for which the employee is deemed qualified by the Office, but it shall be assigned only by mutual agreement with the Office, CSEA, and the employee.
Medical Transfers. The District shall give alternate work within the same bargaining unit for which the employee is qualified when the same is available to an employee who has become medically unable to satisfactorily perform his/her regular duties. The Director of Human Resources, or his/her designee, and the employee shall meet following a request from the employee to determine whether there is work for which the employee is qualified and is physically able to perform after an employee has become medically unable to satisfactorily perform his/her regular duties. The alternate work may constitute promotion, demotion, or lateral transfer. It is recognized that one (1) or more meetings may need to take place. The opportunity for alternate work shall be made available for a period of up to one
Medical Transfers. The Employer may give alternative work when the same is available to an employee who has become medically unable to satisfactorily perform his/her regular job class duties. The alternative work may constitute promotion, demotion or lateral transfer to a related class.
Medical Transfers. The District may transfer a bargaining unit member to a current vacancy who is qualified for that vacancy and who, as a result of a documented disability or medical condition, has become unable to perform to the employer’s satisfaction the member’s regular job duties. The transfer may constitute a demotion but shall be constituted only by mutual agreement with the member. The District will reasonably accommodate an employee’s disability or medical condition, unless to do so would create an undue business hardship. Reasonable accommodation may include making facilities more accessible, job restructuring, acquisition or modification of equipment, modified work schedules, and other similar actions. In assessing undue hardship, factors to be considered include the size of the District, the financial resources of the District, and the estimated cost and extent of the adjustment. The District will engage in a timely, good-faith dialogue with an employee with a known disability or medical condition (CA Gov. Code Sec. 12940).
Medical Transfers. The District shall give alternate work for which the employee is qualified when the same is available to an employee who has become medically unable to satisfactorily perform his/her regular duties. After an employee has become medically unable to satisfactorily perform his/her regular duties, the Vice Chancellor, or his/her designee, and the employee shall meet following a request from the employee to determine whether there is work for which the employee is qualified and is physically able to perform. The alternate work may constitute promotion, demotion, or lateral transfer. It is recognized that one (1) or more meetings may need to take place. The opportunity for alternate work shall be made available for a period of up to one (1) year after the employee is medically unable to satisfactorily perform his/her regular duties. If the employee declines alternate work, the District shall have satisfied all of its obligations with regard to alternate work.
Medical Transfers. A worker who has become medically unable to perform his/her duties will be given a vacant position in other classifications if the worker is fully capable of performing required duties and meets position qualifications. Medical transfer procedures will be carried out after the procedures under 9.2 and 9.3 above have been completed prior to any vacant positions being posted. While awaiting completion of this process, the medically released person may be offered appropriate temporary work. If the worker's inability to perform his/her duties is due to a disability as defined under American With Disabilities Act (ADA), the provisions of Article 11 (ADA) shall take precedence over the provisions of this section.
Medical Transfers. A permanent employee who is determined to be incapable (by his own doctor) of performing the duties of his/her class because of illness or injury, may, at the discretion of the Governing Board, be offered a transfer or reassignment to a position with duties the employee is capable of performing. The employee shall receive the salary established for the position to which he/she is assigned.
