Common use of EXAMINATION AND IDENTIFICATION FEES Clause in Contracts

EXAMINATION AND IDENTIFICATION FEES. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all employees, provided, however, the Employer shall pay for all such examinations. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examinations are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suffered serious injury or illness during the year. But, if required to take such examination at some other place, the employee shall be paid the hourly rate for all time spent plus cost of transportation. Employees will not be required to take examinations during their working hours. The Company reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined at the Union’s expense. In the event of disagreements between the doctor selected by the Company and the doctor selected by the Union, the Company and Union doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the employee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject to the grievance procedure. Any physician selected pursuant to this Article shall be independent and not related by blood or marriage to the Employer, the Union or the employee. Should the Employer find it necessary to require employees to carry or record full personal identification, such requirement shall be complied with by the employees. The cost of such personal identification shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Employer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive calendar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the employee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious injury or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the attendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule).

EXAMINATION AND IDENTIFICATION FEES. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all employeesem- ployees, provided, however, the Employer shall pay for all such examinations. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employees employ- ees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examinations Examina- tions are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suffered suf- fered serious injury or illness during the year. But, if required to take such examination at some other place, the employee shall be paid the hourly rate for all time spent plus cost of transportation. Employees will not be required to take examinations during their working hours. The Company reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined at the Union’s expense. In the event of disagreements between the doctor selected by the Company and the doctor selected by the Union, the Company and Union doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the employee em- ployee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject to the grievance griev- ance procedure. Any physician selected pursuant to this Article shall be independent and not related by blood or marriage to the Employer, the Union or the employee. Should the Employer find it necessary to require employees to carry car- ry or record full personal identification, such requirement shall be complied with by the employees. The cost of such personal identification identi- fication shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Employer Em- ployer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Employer Em- ployer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive calendar cal- endar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the employee em- ployee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious injury inju- ry or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the attendance at- tendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule).

EXAMINATION AND IDENTIFICATION FEES. Section 1. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all employees, em- ployees; provided, however, the Employer shall pay for all such ex- aminations, except for chauffeurs', operators' and commercial drivers licenses in the city or state where driver is employed. The Employer shall pay for all other such chauffeurs' licenses and examinations. Employees will not be required to take examinations during their working hours. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employees employ- ees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2)) hours. Examinations are to be taken at the employee’s 's home terminal and are not to exceed one (1) in any one (1) year, unless except in emergencies or proven necessity. Should the employee has suffered serious injury or illness during the year. But, if required to take such Employer require more than one (1) physical examination at some other placein any two (2) year period, the employee shall will be paid the hourly rate for all time spent plus cost at the place of transportation. Employees will not be required to take examinations during their working hoursexamination except in the case of the first (1st) physical. The Company Employer reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined em- ployee reexamined at the Union’s 's expense. In If the event of disagreements between two (2) doctors dis- agree, the doctor selected by the Company Employer and the Union shall mutually agree upon a third (3rd) doctor selected by whose decision shall be final and binding on both par- ties. If the Unionthird (3rd) doctor’s opinion is that the employee is fit for work, the Company employee must be returned to work within seven (7) calen- dar days of this decision or the Employer shall be responsible for all lost wages and Union doctors benefits. The selection of the third (3rd) doctor shall together select a third doctor be made within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the employee will attempt to circumvent the decision. The expense of the third (3rd) doctor shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject In those states where Workers’ Compensation statutes or regulations do not permit an injured employee to the grievance procedure. Any physician selected pursuant to this Article shall be independent and not related by blood or marriage to the Employerselect his/her own treating physician, the Union Employer shall provide a list or the employee. Should the Employer find it necessary to require employees to carry or record full personal identification, such requirement shall be complied with by the employees. The cost panel of such personal identification shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Employer has notified the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive calendar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the employee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where the employee has suffered serious injury or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the attendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule).no less than

EXAMINATION AND IDENTIFICATION FEES. Section 1. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all employees, ; provided, however, the Employer shall pay for all such examinations, except for chauffeurs', operators' and commercial drivers licenses in the city or state where driver is employed. The Employer shall pay for all other such chauffeurs' licenses and examinations. Employees will not be required to take examinations during their working hours. The Employer shall not pay for any time spent in the case of applicants for jobs and shall be responsible to other employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2)) hours. Examinations are to be taken at the employee’s 's home terminal and are not to exceed one (1) in any one (1) year, unless except in emergencies or proven necessity. Should the employee has suffered serious injury or illness during the year. But, if required to take such Employer require more than one (1) physical examination at some other placein any two (2) year period, the employee shall will be paid the hourly rate for all time spent plus cost at the place of transportation. Employees will not be required to take examinations during their working hoursexamination except in the case of the first (1st) physical. The Company Employer reserves the right to select its own medical examiner or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined reexamined at the Union’s 's expense. In If the event of disagreements between two (2) doctors disagree, the doctor selected by the Company Employer and the Union shall mutually agree upon a third (3rd) doctor selected by whose decision shall be final and binding on both parties. If the Unionthird (3rd) doctor’s opinion is that the employee is fit for work, the Company employee must be returned to work within seven (7) calendar days of this decision or the Employer shall be responsible for all lost wages and Union doctors benefits. The selection of the third (3rd) doctor shall together select a third doctor be made within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the employee will attempt to circumvent the decision. The expense of the third (3rd) doctor shall be equally divided between the Employer and the Union. Dispute concerning back pay shall be subject In those states where Workers’ Compensation statutes or regulations do not permit an injured employee to the grievance procedure. Any physician selected pursuant to this Article shall be independent and not related by blood or marriage to the Employerselect his/her own treating physician, the Union Employer shall provide a list or panel of no less than three (3) Board-certified physicians from which the employee. Should the Employer find it necessary to require employees to carry or record full personal identificationemployee may choose, such requirement shall be complied with unless prevented by the employees. The cost of such personal identification shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employmentstate law. Where an employee is habitually absent for alleged illness injured on the Employer may require such employee job and is referred to furnish a doctor’s certificate and release from specialist by the employee’s personal Employer's doctor, provided if the Employer has notified the employee of such requirement, in writing, with a copy specialist approves him to the Local Union. Where an employee is absent from work seven (7) consecutive calendar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning go back to work, providing scheduling such examination does not result in any lost earnings he should be put to work at once or the Employer will be liable for eight (8) hours' pay for each day that the Employer keeps him off after receiving the specialist doctor's report. Employees are required to go to the employee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent to return to work. The above shall apply to routine absences only and shall not affect doctor selected by the Employer’s right to require an examination by the Company doctor where the employee has suffered serious injury or sickness as otherwise provided in this Article. This rule will be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the attendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule).

EXAMINATION AND IDENTIFICATION FEES. Section 1. Physical, mental or other examinations required by a government body or the Employer shall be promptly complied with by all employeesem- ployees, provided, however, the Employer shall pay for all such examinationsex- aminations. The Employer If employee is required to take examinations during working hours, the Company shall not pay for any all time spent in the case of applicants for jobs and shall be responsible to other employees only for time spent at the place of examination or examinations, where the time spent by the employee exceeds two (2) hours, and in that case, only for those hours in excess of said two (2). Examinations are to be taken at the employee’s home terminal and are not to exceed one (1) in any one (1) year, unless the employee has suffered serious injury or illness during the year. But, if required to take such examinations. In the event an employee is required to have such examination at some other placeby a doctor designated by the Company outside his regular working hours, the employee shall be paid the hourly rate for all time spent plus cost at the doctor’s office with the exception of transportationone physical per calendar year when the employee will only be paid after the first one and one-half (1 1/2) hours at the appropriate hourly rate for actual hours involved. Employees will not be required Such examination must take place within fourteen (14) days after the em- ployee has provided the Employer’s physician with the necessary medical history pertinent to take examinations during their working hoursthe employee’s injury or illness. The Company reserves Employer shall have the right to select its his own medical examiner ex- aminer or physician, and the Union may, if it believes an injustice has been done an employee, have said employee re-examined physician at the UnionCompany’s expense. In case of a dis- pute, the employee shall have the right to select a medical exam- iner. In the event of disagreements disagreement between the doctor selected by the Company Employer and the doctor selected by the Unionemployee, the Company Em- ployer and Union employee doctors shall together select a third doctor within seven (7) days, whose opinion shall be final and binding on the Company, the Union, and the employee. The Company nor the Union nor the employee will attempt to circumvent the decision. The expense of the third doctor shall be equally divided between the Employer and the Union. Dispute The employee shall provide the doc- tor with the necessary medical history pertinent to the employee’s injury or illness. Disputes concerning back pay shall be subject to the grievance procedure. Any physician selected pursuant to this Article shall be independent When the Company’s doctor and not related by blood or marriage to the Employer, the Union or the employee. Should the Employer find it necessary to require employees to carry or record full personal identification, such requirement shall be complied with by the employees. The cost of such personal identification shall be borne by the Employer. No employee shall be required to take any form of lie detector test as a condition of employment. Where an employee is habitually absent for alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor, provided the Employer has notified doctor agree that the employee of such requirement, in writing, with a copy to the Local Union. Where an employee is absent from work seven (7) consecutive calendar days or more as result of alleged illness the Employer may require such employee to furnish a doctor’s certificate and release from the employee’s personal doctor prior to returning to work. The Employer may also require such employee to be examined by the Company doctor prior to returning to work, providing scheduling such examination does not result in any lost earnings to the employee when the employee has given the Employer two (2) working days (excluding Saturday, Sunday and holidays) notice of intent able to return to work. The above shall apply to routine absences only and shall not affect the Employer’s right to require an examination by the Company doctor where , the employee has suffered serious injury or sickness as otherwise provided in this Articlemust be al- xxxxx to return on his next regular available work day. This rule will Disputes concerning back pay shall be applied on a nondiscriminatory basis and subject to grievance. The Company will record on the employee’s attendance card or other records the reason given by the employee to the supervisor why he requested to mark or take off. Requests by supervisor for the employees to volunteer to take off will also be noted on the attendance card. The following guidelines will apply relative to Article 46 (Habitual Offender Rule)grievance procedure.