Alternate Duty. (A) Where an employee is eligible for disability leave with pay under Rules of the State Personnel System as a result of an injury in the line of duty, and is temporarily unable to perform his normal work duties, the Agency Head or designee shall give due consideration to any request by the employee to be temporarily assigned substitute duties within the employee’s medical restrictions. This shall have no effect on the agency’s ability to make a different assignment based upon current medical opinion.
(B) A complaint concerning this Section may be grieved in accordance with Article 6 of this Agreement up to and including Step 2. The decision of the Agency Head or designee shall be final and binding on all parties.
Alternate Duty. (A) Where an employee is eligible for disability leave with pay under the Rules of the State Personnel System as a result of an injury in the line of duty, and is temporarily unable to perform his normal work duties, the Executive Director or designee shall give due consideration to any request by the employee to be temporarily assigned substitute duties within the employee’s medical restrictions. This shall have no effect on the agency’s ability to make a different assignment based upon current medical opinion.
(B) Where an employee is temporarily unable to perform his normal work duties, but is given a reasonable prognosis to return to full duty within the near future, the Executive Director or designee shall give due consideration to any request by the employee to be temporarily assigned duties within the employee’s medical restrictions. This shall have no effect on the agency’s ability to make a different assignment based upon current medical opinion.
(C) Where an employee suffers an injury in the line of duty, and is permanently unable to perform his normal work duties, the Executive Director or designee shall attempt to reasonably accommodate any written request by the employee to be assigned to a different vacant position in a different classification within the employee’s medical restrictions.
(D) A complaint concerning this Section may be grieved in accordance with Article 6 of this Agreement up to and including Step 3. The decision of the DMS shall be final and binding on all parties.
Alternate Duty. (A) Where an employee is eligible for disability leave with pay under the Rules of the State Personnel System as a result of an injury in the line of duty, and is temporarily unable to perform her normal duties, the Agency Head or designee shall give due consideration to any request by the employee to be temporarily assigned substitute duties within the employee’s medical restrictions. This shall have no effect on the agency’s ability to make a different assignment based upon current medical opinion.
(B) A complaint concerning this Section may be grieved in accordance with Article 6 of this Agreement up to and including Step 3. The decision of the Secretary of the Department of Management Services shall be final and binding on all parties.
Alternate Duty. (A) Where an employee is eligible for disability leave with pay under the Rules of the State Personnel System as a result of an injury in the line of duty, and is temporarily unable to perform his normal work duties, the Agency Head or designee shall give due consideration to any request by the employee to be temporarily assigned duties within the employee’s medical restrictions. This assignment shall have no effect on the agency’s ability to make a different assignment based upon current medical opinion.
(B) Where an employee suffers an injury in the line of duty, and is permanently unable to perform his normal work duties, the Agency Head or designee shall attempt to reasonably accommodate any written request by the employee to be assigned duties in a different vacant classification within the employee’s medical restrictions.
(C) A complaint concerning this Section may be grieved in accordance with Article 6 of this Agreement up to and including Step 3. The decision of the Department of Management Services shall be final and binding on all parties.
Alternate Duty. 1. A Flight Attendant on Workers’ Compensation leave of absence will have the option of performing alternate duty.
2. The maximum number of days that a Flight Attendant may work alternate duty in a month will be determined by taking the average number of days that the Flight Attendant worked per month during the twelve (12) months preceding her/his injury.
3. An alternate duty assignment may be made only when the Flight Attendant meets the skill level necessary for the position and her/his medical provider certifies that s/he is able to perform the job.
4. A Flight Attendant will be paid and credited six (6.0) TFP for every eight (8) hours of alternate duty, pro-rated at three-quarters (0.75) TFP per hour with a minimum of four (4.0) TFP per day. If the Company cannot provide five (5) hours or more of alternate duty per day, the Flight Attendant will still be paid four (4.0) TFP. However, if the Flight Attendant’s doctor has placed a limit on the number of hours the Flight Attendant is able to work and that limit is less than five (5) hours, the Flight Attendant will be paid the prorated TFP for the hours to which s/he is limited, not the four (4.0) TFP minimum stated above. It is understood that Workers’ Compensation benefits may be adjusted when the Flight Attendant works alternate duty in accordance with applicable state law. The Flight Attendant will be paid any amount in excess of the Workers’ Compensation benefits.
5. Alternate duty may be performed in any domicile, co-terminal or the Flight Attendant’s registered commuter city at her/his option.
6. A Flight Attendant will make reasonable efforts to schedule medical appointments, including physical therapy, around the alternate duty assignment. If this is not possible, the Company will excuse the Flight Attendant with no loss of pay.
7. No alternate duty assignment will expose the Flight Attendant to confidential information regarding her/his co-workers.
8. Company benefits including travel privileges will remain in effect when the Flight Attendant works alternate duty. S/he will also continue to accrue sick leave and receive vacation entitlement.
9. If a Flight Attendant is on a Workers’ Compensation leave of absence for more than twelve (12) months, the Company may require her/him to perform alternate duty, provided that her/his physician has released her/him to perform such work. // The Flight Attendant must report to the domicile (including co-terminals) closest to her/his residence. However, if ...
Alternate Duty. (A) Where an employee is eligible for disability leave with pay under the Rules of the State Personnel System as a result of an injury in the line of duty, and is temporarily unable to perform his normal work duties, the Agency Head or designee shall give due consideration to any request by the employee to be temporarily assigned duties within the employee’s medical restrictions. This assignment shall have no effect on the agency’s ability to make a different assignment based upon current medical opinion.
(B) Where an employee suffers an injury in the line of duty, and is permanently unable to perform his normal work duties, the Agency Head or designee shall attempt to reasonably accommodate any written request by the employee to be assigned duties in a different vacant classification within the employee’s medical restrictions.
Alternate Duty. 6 (a) Evaluation: Employees who have experienced a workers’ compensation injury and 7 who have achieved maximum medical improvement as determined by an approved 8 physician and are unable to return to their previous position may be eligible for alternate 9 duty assignments in accordance with Article 5.08(2)(d). Employees will be evaluated by a 10 variety of methods for alternate duty within the school district by the Insurance and
Alternate Duty. Employees will abide by the alternate duty rules and regulations established by the Newark Public Schools.
Alternate Duty. 2 (a) Evaluation: Employees who have experienced a workers’ compensation injury and who 3 have achieved maximum medical improvement as determined by an approved physician and 4 are unable to return to their previous position may be eligible for alternate duty assignments 5 in accordance with Article 5.08(2)(d). Employees will be evaluated by a variety of methods for 7 District will not assist finding alternative employment outside of the district. This process 9 evaluation is not a 440.441 re-employment assessment as it is not an evaluation to determine 10 whether an employee is capable of returning to suitable, gainful employment in the open 11 labor market. The District shall notify the Association prior to the evaluation of an employee.
Alternate Duty. The City may require alternate duty for any or all employees who have been temporarily disabled as a result of a City of Naperville work-related injury. For temporary non-work related illnesses or injuries, the employee may request alternate duty, but shall not be involuntarily assigned alternative duty. An employee on sick leave requesting alternative duty shall submit such request, in writing, at least seven
