Department Challenge of a Member’s OJI Status Sample Clauses

Department Challenge of a Member’s OJI Status. At no time may a representative of the Department contact a member’s treating physician, in writing, via telephone, in person, or through any other means, without the authority of the member. The member’s refusal to grant said authority shall in no way affect his/her OJI status. Any Department challenge or question concerning a member’s OJI status may only be enacted through the following process. After a member’s submission of his/her initial medical letter or medical report from his/her treating physician, and/or after a member’s submission of a quarterly OJI status medical update from his/her treating physician, the Police Department may challenge the member’s OJI status through the process set forth below on the grounds that either: (a) the member did not sustain the injury or contract the sickness while in the performance of his/her police duties, and/or
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Department Challenge of a Member’s OJI Status. At no time may a representative of the Department contact a member’s treating physician, in writing, via telephone, in person, or through any oth- er means, without the authority of the member. The member’s refusal to grant said authority shall in no way affect his/her OJI status. Any Depart- ment challenge or question concerning a member’s OJI status may only be enacted through the following process. After a member’s submission of his/her initial medical letter or medical re- port from his/her treating physician, and/or after a member’s submission of a quarterly OJI status medical update from his/her treating physician, the Police Department may challenge the member’s OJI status through the process set forth below on the grounds that either: (a) the member did not sustain the injury or contract the sickness while in the performance of his/her police duties, and/or (b) the member is no longer incapacitated from the performance of his/her police duties. In such case, the Department shall require the member to be examined by a physician of the Department’s choice (“Department physician”). The Department physician shall be asked to respond to one (1) or both of the following two (2) questions, and shall render a written opinion with respect to said questions that shall be delivered to the Department and to the member:
Sample 1
Department Challenge of a Member’s OJI Status. At no time may a representative of the Department contact a member’s treating physician, in writing, via telephone, in person, or through any other means, without the authority of the member. The member’s refusal to grant said au- thority shall in no way affect his/her OJI status. Any Department challenge or question concerning a member’s OJI status may only be enacted through the fol- lowing process. After a member’s submission of his/her initial medical letter or medical report from his/her treating physician, and/or after a member’s submission of a quar- xxxxx XXX status medical update from his/her treating physician, the Police De- partment may challenge the member’s OJI status through the process set forth below on the grounds that either: (a) the member did not sustain the injury or contract the sickness while in the performance of his/her police duties, and/or
Sample 1

Related to Department Challenge of a Member’s OJI Status

  • Initiation of Grievance When a dispute arises, an attempt shall be made by the Faculty Member to settle the grievance with the appropriate management representative. Failing a satisfactory solution, the Faculty Association shall initiate an informal meeting between the Grievor, a Faculty Association representative and the relevant Xxxx or the administrative supervisor in the case of a Librarian or Counsellor within ten working days after the situation leading to the grievance has arisen or within ten working days from the time the Faculty Member should reasonably have known of the occurrence of the situation giving rise to the grievance.

  • Filing a Grievance Grievances may be filed by the Union on behalf of an employee or on behalf of a group of employees. If the Union does so, it will set forth the name of the employee or the names of the group of employees.

  • PROCEDURE FOR GRIEVANCES AFFECTING A GROUP OF EMPLOYEES The Union may elect to file a grievance on behalf of two or more employees. The facts and issues of the grievance must be the same.

  • Individual Grievance Subject to clause 17.5 and as provided in section 208 of the PSLRA, an employee is entitled to present a grievance in the manner prescribed in clause

  • Legal Action; Utilization of Special Receivership Powers The Assuming Institution shall notify the Receiver in writing (such notice to be given in accordance with Article V below and to include all relevant details) prior to utilizing in any legal action any special legal power or right which the Assuming Institution derives as a result of having acquired an asset from the Receiver, and the Assuming Institution shall not utilize any such power unless the Receiver shall have consented in writing to the proposed usage. The Receiver shall have the right to direct such proposed usage by the Assuming Institution and the Assuming Institution shall comply in all respects with such direction. Upon request of the Receiver, the Assuming Institution will advise the Receiver as to the status of any such legal action. The Assuming Institution shall immediately notify the Receiver of any judgment in litigation involving any of the aforesaid special powers or rights.

  • Formal Grievance Step 1 6

  • NO DISSOLUTION, NO NULLIFICATION To the extent permitted by law, the parties hereby waive their rights pursuant to Articles 6:265 to 6:272 inclusive of the Dutch Civil Code to dissolve (ontbinden), or demand in legal proceedings the dissolution (ontbinding) of, this Agreement. Furthermore, to the extent permitted by law, the parties hereby waive their rights under Article 6:228 of the Dutch Civil Code to nullify (vernietigen), or demand in legal proceedings the nullification (vernietiging) of, this Agreement on the ground of error (dwaling).

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Policy or Group Grievance Where a dispute involving a question of general application or interpretation occurs, or the Union has a grievance, Steps 1 and 2 may be by-passed.

  • How to File an Appeal of a Prescription Drug Denial For denials of a prescription drug claim based on our determination that the service was not medically necessary or appropriate, or that the service was experimental or investigational, you may request an appeal without first submitting a request for reconsideration. You or your physician may file a written or verbal prescription drug appeal with our pharmacy benefits manager (PBM). The prescription drug appeal must be submitted to us within one hundred and eighty (180) calendar days of the initial determination letter. You will receive written notification of our determination within thirty (30) calendar days from the receipt of your appeal. How to File an Expedited Appeal Your appeal may require immediate action if a delay in treatment could seriously jeopardize your health or your ability to regain maximum function, or would cause you severe pain. To request an expedited appeal of a denial related to services that have not yet been rendered (a preauthorization review) or for on-going services (a concurrent review), you or your healthcare provider should call: • our Grievance and Appeals Unit; or • our pharmacy benefits manager for a prescription drug appeal. Please see Section 9 for contact information. You will be notified of our decision no later than seventy-two (72) hours after our receipt of the request. You may not request an expedited review of covered healthcare services already received.

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