Temporary Light Duty. The DISTRICT will consider written requests for light duty work by employees, or may independently provide light or modified duty to employees who have become temporarily unable to perform the full functions of their regular job, subject to the following provisions:
Temporary Light Duty. When an employee is temporarily disabled from performing his usual and customary job duties as a result of an industrial injury or illness the District may assign him/her to a light duty assignment within the work restrictions described by his physician. Such temporary light duty assignment may be a modification of his/her usual and customary job or a job outside of the employee’s classification. Light duty assignments shall be at the employee’s regular rate of pay. In the event of a question or dispute regarding the employee’s disability or work restrictions the opinion of the district’s physician will prevail. Light duty assignments may be made as long as work is available or until the employee is released to return to full duty or for a maximum of sixty (60) work days in any fiscal year, whichever comes first. Temporary light duty may require periodic medical reevaluation.
Temporary Light Duty. The City may allow an employee who is on sick leave as defined in section 11.2(A) or Worker’s Compensation to return to work in a temporary light duty assignment, provided:
Temporary Light Duty a. The District will make light duty work available to employees who have become temporarily unable to perform the duties of their regular job and qualify for worker's compensation, subject to the following provisions:
Temporary Light Duty a. Upon receipt of a written request, the District will make light duty work available to employees who have become temporarily unable to perform the full functions of their regular job, subject to the following provisions:
Temporary Light Duty. Section 15.1
Temporary Light Duty. It shall be a policy of the City and the San Pablo Police Department to encourage an injured or ill Officer or Sergeant to return to temporary light duty as soon as possible, following a Medical Release. The City and Department shall retain the right to evaluate and determine an employee's fitness for light duty.
Temporary Light Duty. An HPOA Member incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the CITY which a physician determines the HPOA Member is able to perform. The HPOA Member shall be paid one hundred percent (100%) of the HPOA Member’s current base pay providing no current employee is displaced or laid off as a result of such placement.
Temporary Light Duty. Employees who are not released for regular duty work may be allowed to work temporary light duty assignments if a light duty assignment is available, within the employee limitations as prescribed by the employee’s treating HCP, and the City in its sole judgment decides the light duty assignment would benefit the City.
Temporary Light Duty. Section 1. Temporary light duty may be allowed for non-occupational illness or injury, with the written permission of both the employee’s and the Town’s doctors, and the permission of the Department Head. Refusal of permission by the Department Head shall be neither grievable nor arbitrable.
