Employer Required Examination. Where the Employer requires an Employee to write examinations to assess the qualifications of the Employee and the Employee is required to be away from work in order to write the examinations, the Employee shall not suffer any loss of pay for time absent from the job to write the examinations.
Employer Required Examination. If the Employer has a reasonable basis, based on job conduct, for believing that an employee is no longer mentally or physically capable of performing the essential functions of his position, or that he poses a threat to himself or others, the Employer may order an examination by an appropriately qualified medical professional, at the Employer’s expense. This includes but is not limited to situations where an employee has been absent due to personal illness or injury for more than two (2) consecutive work days or more than five (5) days in an eight (8) week period; the Employer prior to and as a condition of the employee’s return to duty may require an examination under this section. Upon receipt of the medical professional’s opinion on fitness for duty, the Employer, the Union, and the employee will meet to discuss possible alternatives and/or accommodations. If no alternative or accommodation is mutually agreeable, then the employee will be placed upon disability leave or disability separation.
Employer Required Examination. Should the Employer have a reasonable basis for believing that an employee is no longer mentally or physically capable of performing the essential functions of his position, or poses a threat to himself or others, the Employer may order an examination by an appropriately qualified medical professional, at the Employer’s expense.
Employer Required Examination. If the Employer has a reasonable basis for believing that an employee is no longer mentally or physically capable of performing the essential functions of his position, or poses a threat to himself or others, the Employer may order, at its expense, an examination by an appropriately qualified medical professional. Upon receipt of the medical professional’s opinion on fitness for duty, the Employer, the FOP, and the employee will meet to discuss possible alternatives and/or accommodations. If no alternative or accommodation is mutually agreeable, then the employee will be placed upon disability leave or disability separation. The employee will retain the right to challenge any such placement under the grievance and arbitration provisions of this Agreement.
Employer Required Examination. The Department Head may require an employee who has been absent due to personal illness or injury, prior to and as a condition of his return to duty, to be examined by a physician designated and paid by the Employer, to establish that he is not disabled from the performance of his duties and that his return to duty will not jeopardize the health and safety of other employees. Upon receipt of the medical professional’s opinion, the Employer, the Union, and the employee will meet to discuss possible alternatives and/or accommodations in the event that the employee is found unfit. If no alternative or accommodation is mutually agreeable, then the employee will be placed on sick leave, FMLA, disability leave or disability separation.
Employer Required Examination. The Director of Public Safety may require an employee who he has a reasonable basis for believing is no longer mentally or physically capable of performing the essential functions of his position, poses a threat to himself or others, or has been absent due to personal illness or injury for more than two
Employer Required Examination. The Director of Public Safety may require an employee who he has a reasonable basis for believing is no longer mentally or physically capable of performing the essential functions of his position, poses a threat to himself or others, or has been absent due to personal illness or injury for more than two (2) consecutive work days or more than five (5) days in an eight (8) week period, prior to and as a condition of the employee’s return to duty, to be examined by a physician designated and paid for by the Employer. Such examination shall be to establish that the employee is able to perform the normal duties of the employee’s job and that the employee’s return to duty will not jeopardize the employee’s health and safety or the health and safety of other employees. Upon receipt of the medial professional’s opinion on fitness for duty, the Employer, the union, and the employee will meet to discuss possible alternatives and/or accommodations. If no alternative or accommodation is mutually agreeable, then the employee will be placed upon sick leave, FMLA, disability leave or disability separation.
Employer Required Examination. If the Employer has a reasonable basis for believing that an employee is no longer mentally or physically capable of performing the essential functions of his position, or poses a threat to himself or others, the Employer may order an examination by an appropriately qualified medical professional, at the Employer's expense. Upon receipt of the medical professional's opinion on fitness for duty, the Employer, the IAFF, and the employee will meet to discuss possible alternatives and/or accommodations. If no alternative or accommodation is mutually agreeable, then the employee will be placed upon disability leave or disability separation, in accordance with the City of Xxxxxxxxx Municipal Civil Service Rules. Appeals of such actions shall be processed through the Municipal Civil Service Commission and are not subject to the grievance procedure.
Employer Required Examination. If the Employer has a reasonable basis for believing that an employee is no longer mentally or physically capable of performing the essential functions of his position, or poses a threat to himself or others, the Employer may order an examination by an appropriately qualified medical professional, at the Employer's expense. Upon receipt of the medical professional)s opinion on fitness for duty, the Employer, the Union, and the employee will meet to discuss possible alternatives and/or accommodations. If no alternative or accommodation is mutually agreeable, then the employee will be placed upon sick leave, FMLA leave, or disability separation, in accordance with the City of Xxxxxxxxx Municipal Civil Service Rules.
