Transitional Duty. Transitional Duty is designed to allow an employee to safely return to work with temporary physical limitations and restrictions which may prevent the employee from performing all of his or her assigned duties. Transitional Duty applies only to work-related workers' compensation injuries or illnesses and is not to be considered as an official position or job. Transitional Duty is not a job classification, permanent or otherwise. An employee performing transitional duties retains his/her existing job classification and seniority. Transitional Duty is applicable only when it is deemed medically reasonable that a full recovery is expected to occur within twelve (12) weeks. Transitional Duty, therefore, shall last no more than twelve (12) weeks with a full return to work by the end of twelve (12) weeks. Transitional Duty is not available if the employee has reached maximum medical improvement as determined by the Bureau of Workers’ Compensation.
Transitional Duty. A temporary alternate duty assignment for IOD employees not to exceed ninety (90) days per assignment at a wage rate of $5.64/hour. Such employees, if eligible, also will receive a partial disability payment pursuant to the Workers' Compensation Act. Transitional duty assignments may entail less than a full-time schedule.
Transitional Duty. An employee who is temporarily partially disabled from performing the duties of his/her classification due to an on-the-job-injury may be temporarily reassigned without reduction in pay, in accordance with the Civil Service and Personnel Rules and Regulations, to other duties commensurate with medical and mental fitness, availability of suitable work, and his/her qualifications for the position. The Employer will make a reasonable effort to temporarily reassign the employee, in accordance with the provisions of this Article, provided that failure to do so shall not be a basis for grievance or arbitration.
Transitional Duty. The policy shown in Appendix A, and incorporated herein by reference, shall address short- term, transitional duty assignments based on medical opinion that an injured employee is physically capable to work in a limited capacity while recovering from an injury.
Transitional Duty. Section 39.1. The Transitional Duty policy in effect at the signing of this agreement will remain in full force and effect for the duration of this agreement. Signed copies will be made available at all stations for reference. Changes to this policy shall be mutually agreeable.
Transitional Duty. The goal of Transitional Duty is to return the employee to his regular job and department. Paraprofessionals shall not be assigned duties outside of the paraprofessional bargaining unit, and employees within other bargaining units shall not be assigned to perform Transitional Duty work within the paraprofessional bargaining unit. If an employee is offered Transitional Duty and refuses a Transitional Duty offer within his or her medical limitations, the employee cannot elect Salary Continuation. The employee may not be eligible for temporary total benefits from the Ohio Bureau of Workers’ Compensation when a valid Transitional Duty offer has been made and declined. The District will notify the Ohio Bureau of Worker’s Compensation of any refusal to accept a Transitional Duty offer that is within the Employee’s medical limitations, and if there is a dispute about whether the offer of Transitional Duty is within the Employee’s medical restrictions, the dispute will be resolved by the Ohio Industrial Commission. An employee may elect to use sick leave, vacation leave, or personal leave time if the employee refuses Transitional Duty, but no buy-back of the leave taken shall occur. All leave taken for a work-related injury should be reviewed for FMLA qualification.
Transitional Duty. An employee who is unable due to injuries received while on duty to perform fully the duties of his or her classification because of medical reasons may be returned to work temporarily in a light duty status, with the concurrence of the Fire Chief, when a medical doctor certifies that the employee can be returned to light duty and identifies the appropriate limitations for such duty. Such assignment shall not count toward minimum shift staffing.
Transitional Duty. An employee, who is temporarily partially disabled from performing the duties of his/her classification due to an on-the-job-injury may be temporarily reassigned without reduction in pay, in accordance with the Civil Service and Personnel Rules and Regulations, to other duties commensurate with the employee’s medical fitness, availability of suitable work, and his/her qualifications for the position. Notes:
Transitional Duty. The transitional duty program within the Fire Department is designed to accommodate for the temporary, partial, physical disabilities of employees who sustain work related illnesses, injuries and medical conditions covered by the Workers’ Compensation Act or the collective bargaining agreement. Whenever any employee presents a doctor’s note with work restrictions, the Fire Chief or Fire Chief’s designated representative shall consider all of the following and determine:
Transitional Duty. Transitional duty is designed to allow an employee to safely return to work with temporary physical limitations and resections which may prevent the employee from performing all of his/her assigned duties. Transitional duty applies only to work-related Workers’ Compensation injuries or illnesses and is not to be considered as an official position or job. Transitional duty is not a job classification, permanent or otherwise. An employee performing transitional duties retains his/her existing job classification and seniority. Transitional duty is applicable only when it is deemed medically reasonable that full recovery is expected to occur within twelve (12) weeks. Transitional duty, therefore, shall last no more than twelve (12) weeks with a full return to work by the end of twelve (12) weeks. Transitional duty is not available if the employee has reached maximum medical improvement as determined by the Bureau of Workers’ Compensation. To be eligible for transitional duty, an employee must complete all related injury investigation forms, first report of injury (FROI) forms, medical releases, and any other documents required by the physician, the managed care organization (MCO), the employer, and the third-party administrator. Transitional duty is implemented upon the availability of transitional duty by the employer and/or the availability of prearranged third parties, such as local charitable and civic organizations. The risk manager shall be the approval authority for all transitional duty. Full regular wages are paid during transitional duty. Transitional duty can be less than full-time with continuation of pay paid, if eligible, for hours not worked to supplement a full, regular wage. Hours not worked must be documented and supported by appropriate medical documentation. For example, an employee normally scheduled for eight
