Common use of Alternate Temporary Modified Positions/Assignments Clause in Contracts

Alternate Temporary Modified Positions/Assignments. 1. The Senior Personnel Analyst of the Disability Office will follow the sequence outlined below in determining whether alternate temporary modified work positions/assignments may be made: a. consider returning the employee to work in his/her current position in a modified capacity; b. when, in the District‟s judgment, this is not possible, consider an alternate temporary position/assignment in the employee‟s department (Alternate placement within the employee‟s department will not involve placement in a position represented by a different bargaining unit.); c. thereafter, consider an alternate position/assignment outside the department (Placement outside the department will not involve placement in a position represented by a different bargaining unit.); and d. consider an alternate non-represented position/assignment outside the bargaining unit. Employees placed in non- represented positions/assignments retain the contractual protections provided for in the CBA of their respective Unions. 2. If temporary modified work is not available within the employee‟s own department, the Senior Personnel Analyst of the Disability Office will determine if there are any unfilled temporary help requests which the employee may be able to fill. 3. A list of temporary modified positions/assignments in which employees who are temporarily disabled may be placed will be developed. Departments who have temporary modified positions/assignments with which they need assistance may submit work requests to the Benefits Office. 4. If there are no temporary help requests available which the employee is qualified to fill, the Benefits Office will determine if there are any assignments on the modified assignment list which the employee is medically qualified to perform. 5. If a temporary modified position/assignment is available, for which the employee meets the minimum qualifications, the Benefits Analyst will confer with the appropriate department regarding placing the disabled employee in the temporary modified position/assignment. 6. If the Department Head or designee agrees with the recommendation, the employee and the Union will be so notified. 7. If the hiring department for the potential position/assignment believes the disabled employee is not qualified, for any reason, to perform the duties of the temporary modified position/assignment, the employee will remain off work. The Senior Personnel Analyst of the Disability Programs Office will, after consultation with the District‟s Office of Civil Rights, review the matter with the Department Manager of Human Resources whose decision will be binding on the hiring department except as provided in (h) below. 8. The hiring department may, within three days following notice of the Department Manager of Human Resources‟ decision, appeal the decision to the Deputy General Manager, whose decision will be final and binding.

Alternate Temporary Modified Positions/Assignments. 1. The Senior Personnel Analyst of the Disability Office will follow the sequence outlined below in determining whether alternate temporary modified work positions/positions/ assignments may be made: a. consider returning the employee to work in his/her current position in a modified capacity; b. when, in the District‟s District’s judgment, this is not possible, consider an alternate temporary position/position/ assignment in the employee‟s employee’s department (Alternate placement within the employee‟s employee’s department will not involve placement in a position represented by a different bargaining unit.); c. thereafter, consider an alternate position/position/ assignment outside the department (Placement outside the department will not involve placement in a position represented by a different bargaining unit.); and d. consider an alternate non-represented position/non−represented position/ assignment outside the bargaining unit. Employees placed in non- non− represented positions/positions/ assignments retain the contractual protections provided for in the CBA of their respective Unions. 2. If temporary modified work is not available within the employee‟s employee’s own department, the Senior Personnel Analyst of the Disability Office will determine if there are any unfilled temporary help requests which the employee may be able to fill. 3. A list of temporary modified positions/assignments in which employees who are temporarily disabled may be placed will be developed. Departments who have temporary modified positions/assignments with which they need assistance may submit work requests to the Benefits Office. 4. If there are no temporary help requests available which the employee is qualified to fill, the Benefits Office will determine if there are any assignments on the modified assignment list which the employee is medically qualified to perform. 5. If a temporary modified position/assignment is available, for which the employee meets the minimum qualifications, the Benefits Analyst will confer with the appropriate department regarding placing the disabled employee in the temporary modified position/position/ assignment. 6. If the Department Head or designee agrees with the recommendation, the employee and the Union will be so notified. 7. If the hiring department for the potential position/position/ assignment believes the disabled employee is not qualified, for any reason, to perform the duties of the temporary modified position/assignment, the employee will remain off work. The Senior Personnel Analyst of the Disability Programs Office will, after consultation with the District‟s District’s Office of Civil Rights, review the matter with the Department Manager of Human Resources whose decision will be binding on the hiring department except as provided in (h) 8) below. 8. The hiring department may, within three days following notice of the Department Manager of Human Resources‟ Resources’ decision, appeal the decision to the Deputy General Manager, whose decision will be final and binding.

Alternate Temporary Modified Positions/Assignments. 1. The Senior Personnel Analyst of the Disability Office will follow the sequence outlined below in determining whether alternate temporary modified work positions/assignments may be made: a. consider returning the employee to work in his/her current position in a modified capacity; b. when, in the District‟s District’s judgment, this is not possible, consider an alternate temporary position/assignment in the employee‟s employee’s department (Alternate placement within the employee‟s employee’s department will not involve placement in a position represented by a different bargaining unit.); c. thereafter, consider an alternate position/assignment outside the department (Placement outside the department will not involve placement in a position represented by a different bargaining unit.); and d. consider an alternate non-represented non−represented position/assignment outside the bargaining unit. Employees placed in non- non− represented positions/assignments retain the contractual protections provided for in the CBA of their respective Unions. 2. If temporary modified work is not available within the employee‟s employee’s own department, the Senior Personnel Analyst of the Disability Office will determine if there are any unfilled temporary help requests which the employee may be able to fill. 3. A list of temporary modified positions/assignments in which employees who are temporarily disabled may be placed will be developed. Departments who have temporary modified positions/assignments with which they need assistance may submit work requests to the Benefits Office. 4. If there are no temporary help requests available which the employee is qualified to fill, the Benefits Office will determine if there are any assignments on the modified assignment list which the employee is medically qualified to perform. 5. If a temporary modified position/assignment is available, for which the employee meets the minimum qualifications, the Benefits Analyst will confer with the appropriate department regarding placing the disabled employee in the temporary modified position/assignment. 6. If the Department Head or designee agrees with the recommendation, the employee and the Union will be so notified. 7. If the hiring department for the potential position/assignment believes the disabled employee is not qualified, for any reason, to perform the duties of the temporary modified position/assignment, the employee will remain off work. The Senior Personnel Analyst of the Disability Programs Office will, after consultation with the District‟s District’s Office of Civil Rights, review the matter with the Department Manager of Human Resources whose decision will be binding on the hiring department except as provided in (h) below. 8. The hiring department may, within three days following notice of the Department Manager of Human Resources‟ Resources’ decision, appeal the decision to the Deputy General Manager, whose decision will be final and binding.

Alternate Temporary Modified Positions/Assignments. 1. The Senior Personnel Analyst of the Disability Office will follow the sequence outlined below in determining whether alternate temporary modified work positions/positions/ assignments may be made: a. consider returning the employee to work in his/her current position in a modified capacity; b. when, in the District‟s District’s judgment, this is not possible, consider an alternate temporary position/position/ assignment in the employee‟s employee’s department (Alternate placement within the employee‟s employee’s department will not involve placement in a position represented by a different bargaining unit.); c. thereafter, consider an alternate position/position/ assignment outside the department (Placement outside the department will not involve placement in a position represented by a different bargaining unit.); and d. consider an alternate non-represented position/position/ assignment outside the bargaining unit. Employees placed in non- non-represented positions/positions/ assignments retain the contractual protections provided for in the CBA of their respective Unions. 2. If temporary modified work is not available within the employee‟s employee’s own department, the Senior Personnel Analyst of the Disability Office will determine if there are any unfilled temporary help requests which the employee may be able to fill. 3. A list of temporary modified positions/assignments in which employees who are temporarily disabled may be placed will be developed. Departments who have temporary modified positions/assignments with which they need assistance may submit work requests to the Benefits Office. 4. If there are no temporary help requests available which the employee is qualified to fill, the Benefits Office will determine if there are any assignments on the modified assignment list which the employee is medically qualified to perform. 5. If a temporary modified position/assignment is available, for which the employee meets the minimum qualifications, the Benefits Analyst will confer with the appropriate department regarding placing the disabled employee in the temporary modified position/position/ assignment. 6. If the Department Head or designee agrees with the recommendation, the employee and the Union will be so notified. 7. If the hiring department for the potential position/position/ assignment believes the disabled employee is not qualified, for any reason, to perform the duties of the temporary modified position/assignment, the employee will remain off work. The Senior Personnel Analyst of the Disability Programs Office will, after consultation with the District‟s District’s Office of Civil Rights, review the matter with the Department Manager of Human Resources whose decision will be binding on the hiring department except as provided in (h) below. 8. The hiring department may, within three days following notice of the Department Manager of Human Resources‟ Resources’ decision, appeal the decision to the Deputy General Manager, whose decision will be final and binding.