Common use of Continuation of Pay and Light Duty Assignments Clause in Contracts

Continuation of Pay and Light Duty Assignments. a. An employee who suffers a traumatic disabling job-related injury is entitled to COP for a period not to exceed forty-five (45) calendar days from the onset of the employee’s disability, provided the employee is otherwise eligible to receive COP under applicable laws and regulations. b. If the employee’s treating physician indicates employee is incapable of performing work after the 45-day COP period, the employee may elect sick leave, annual leave, or leave without pay, as provided for by OWCP regulations. c. If the employee’s treating physician indicates that the employee is capable of performing light duty work, the activity may direct the employee to work a light duty assignment that is within the physical capability of the employee indicated by the treating physician. Depending on OWCP’s determination as to the propriety of the light duty assignment, an employee who refuses to work a light duty assignment may be ineligible to receive COP, liable for any overpayments received, and/or subject to other action.

Continuation of Pay and Light Duty Assignments. a. An employee who suffers a traumatic disabling job-related injury is entitled to COP for a period not to exceed forty-five (45) calendar days from the onset of the employee’s disability, provided the employee is otherwise eligible to receive COP under applicable laws and regulations. b. If the employee’s treating physician indicates employee is incapable of performing work after the 45-day COP period, the employee may elect sick leave, annual leave, or leave without pay, as provided for by OWCP regulations. c. If the employee’s treating physician indicates that the employee is capable of performing light duty work, the activity may direct the employee to work a light duty assignment that is within the physical capability of the employee indicated by the treating physician. Depending on OWCPXXXX’s determination as to the propriety of the light duty assignment, an employee who refuses to work a light duty assignment may be ineligible to receive COP, liable for any overpayments received, and/or subject to other action.