FITNESS FOR DUTY EVALUATIONS Sample Clauses

FITNESS FOR DUTY EVALUATIONS. If an employee is requested to attend a legal fitness for duty evaluation, the employer shall provide the employee with rationale for the fitness for duty exam. (This does not apply to workers’ compensation cases)
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FITNESS FOR DUTY EVALUATIONS. 24.1 Both parties agree the Employer shall have the ability to refer Deputies for Psychological and other Fitness For Duty Evaluations or assessments, with a respective licensed authority selected by the Employer, in accordance with established directives, Civil Service Rules, and applicable laws. 24.2 The parties recognize that at various times and for reasonable circumstances the Employer may require a Psychological and/or Fitness For Duty Evaluations by a licensed professional selected by the Employer. In order to ensure confidentiality as provided herein, the Employer shall only seek from its professional their conclusion and/or pertinent information as to whether the Deputy is fit for duty. Prior to the evaluation, if the Deputy objects to a Fitness For Duty Evaluation due to a reasonable belief that a legitimate conflict exists between the professional and the Deputy, the Employer shall arrange for an alternative evaluation to be completed by a different licensed professional selected by the Employer. 24.3 When the Employer reasonably believes that a Deputy’s ability to perform the duties of his position may be adversely affected due to reasons that may include but are not limited to medical or psychological disorder, use or consumption of alcoholic beverages, use of other drugs, stress, depression, or other events to which the Deputy may be exposed, the Employer may require a Psychological or Fitness For Duty Evaluation as described herein. 24.4 Deputies who display symptoms of psychological stress or disorder shall be placed on administrative assignment and/or temporary leave with full pay / benefits pending the scheduling and results of the psychological evaluation. Additional changes in a Deputy’s assignment status may be made by the Employer subsequent to the psychological professional’s assessment of the Deputy. Deputies who have been evaluated as psychologically unfit for duty shall not be permitted to return to duty until cleared for full duty by the psychological professional. In the event a Deputy refuses any recommended psychological treatment(s), any administrative assignment shall immediately terminate, and with the Employer’s authorization dismissal proceedings will be initiated in accordance with Civil Service Rules and official directives.
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FITNESS FOR DUTY EVALUATIONS. The Fire Chief may require a Member to be examined and approved as fit for duty by a licensed doctor in those instances where it is reasonably believed that the Member may not be able to fulfill all the essential duties of the Member’s position due to a physical or mental condition. Any examination/evaluation shall be by a licensed Doctor of Medicine or osteopathy who has been designated by the fire department to provide professional expertise in the areas of occupational safety and health as they relate to emergency services. All costs associated with the examination/evaluation shall be paid for by the Employer. The medical examination shall be conducted in accordance with the provisions of the IAFF / IAFC Wellness Fitness Initiative (WFI) while utilizing the evaluation standards contained in the National Fire Protection Association (NFPA) 1582 as a guideline. The current NFPA 1582 document includes a flexible guide or standards for incumbent firefighters’ medical determinations, which are based upon their condition, as well as the duties and functions of their job. Job tasks are identified in Chapters 5 and 9 of the standard (NFPA 1582) with an explanation of medical conditions that can potentially interfere with a member’s ability to safely perform essential job tasks. These are further broken down and listed by different medical conditions. The presence of one or more of the conditions listed for incumbent fire department members does not indicate a blanket prohibition for the incumbent member from continuing to perform essential job tasks, nor does it require automatic retirement or separation from the fire department. The utilization of current NFPA standards shall be to provide the Physician conducting the examination guidance to determine a member’s ability to medically and physically function using an individual medical assessment for the conditions listed in the standard Following the medical evaluation of a member, including the evaluation of the member’s medical history, physical examination, any laboratory or other test that may be required, should the physician conclude that there exist a physical, mental or medical condition(s) that prevents the affected member from performing their essential job functions without undue risk of harm to themselves or others, he shall notify the Fire Chief immediately of these findings. The report shall not contain or list any specific medical condition(s), rather a professional medical opinion that the employ...
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FITNESS FOR DUTY EVALUATIONS. The parties recognize that at various times and for reasonable circumstances the City may require a fitness for duty evaluation by a professional selected by the City as a condition of being released to full duty. In order to complete the Fitness for Duty evaluation, such professional may need to speak to or obtain reports from the EAP counselor. The City agrees that if the employee gives written consent so that such information may be disclosed by the EAP counselor to the City's professional, that under no circumstances shall the information obtained by the City's professional be disclosed any further to any person or entity whatsoever without the employee's further written consent. The employee shall not be threatened or coerced in any manner whatsoever, directly or indirectly, into giving that further written consent. In order to insure the confidentiality provided by this section, the City shall seek from its professional only his conclusion as to whether the employee if fit for duty. Prior to the evaluation, if the employee objects to a fitness for duty evaluation due to a reasonable belief that a conflict exists between the professional and the employee, the City shall require that the evaluation be completed by an alternative professional. The selection of the alternative professional must be approved by the City.
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FITNESS FOR DUTY EVALUATIONS. Section 15.1 The Employer may require a fitness for duty evaluation to be conducted by a licensed medical provider for any officer when such evaluation is job-related and consistent with business necessity, as defined by the EEOC’s “Enforcement Guidance: Disability-Related Inquiries and Medical Examinations of Employees under the Americans with Disabilities Act” (EEOC No. 915.002, 7/27/00), i.e., when the Employer has a reasonable belief, based on objective evidence that an employee’s ability to perform essential job functions will be impaired by a medical condition or an employee will pose a direct threat to the safety of the officer or others due to the employee’s medical condition, as the term “direct threat” is defined by EEOC regulation. A fitness for duty evaluation may include both a physical evaluation and/or a psychological evaluation. An officer who is required to submit to a fitness for duty evaluation shall fully cooperate in undergoing the evaluation, including signing all medical authorizations required by the evaluating medical provider. The evaluating medical provider shall maintain the confidentiality of the officer’s medical information. After completion of the evaluation, the medical provider is authorized to report to the Employer only whether the officer is presently fit for duty, i.e., can perform the essential job functions of the officer’s position and do so without any direct threat to the safety of the officer or others, and if not, whether reasonable accommodations can be made so that the officer can perform the essential job functions and what those particular accommodations may be. The City shall provide the Fitness for Duty Statement in Appendix L to the physician performing the fitness for duty evaluation. The employee directed to submit to a fitness for duty evaluation shall be required to sign Part B of the Fitness for Duty Statement in Appendix L.
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FITNESS FOR DUTY EVALUATIONS. Fitness for Duty (“FFD”) Evaluations are available when the employer decides that an employee cannot be at work until or unless a qualified professional states that they are safe to be at work and can perform the essential functions of their role. These FFD Evaluations are appropriate for extremely serious employee issues. In these situations, the employee is generally required to undergo the evaluation as a condition of continued employment. An FFD Evaluation is performed by a neutral, independent forensic specialist who has no treatment, financial, or professional relationship with the examinee or the examinee's care givers. These evaluations provide concrete information about an employee’s level of functioning and appropriateness for their work environment. An FFD Evaluation can be considered for circumstances such as: • Threats, expressions or overt violent behavior to self or others; • Bizarre or highly disruptive behavior impacted performance or the workplace; • Aggressive or abusive behavior violating company code of conduct; or • Intoxication or failed drug/alcohol tests (not intended to address acute intoxication). Humana Wellness will fully case-manage the referral and the FFD Evaluation arrangements and work closely with Human Resources or other designated persons at Customer to resolve the situation. Fees associated with FFD Evaluations are outlined in Appendix A.
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Related to FITNESS FOR DUTY EVALUATIONS

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • TEACHER EVALUATION A. The administration will be evaluating the teacher’s performance within the time of formal responsibility. The evaluation process and form will be shared with the Association Building Representatives at the beginning of each school year. (a) Probationary teachers shall be evaluated at least two (2) times a year. The first evaluation will be completed prior to December 1st and the second prior to April 15th. Each evaluation will be based upon announced, unannounced, informal observations, on the performance of other duties and responsibilities and the goals developed in the Individualized Development Plan (IDP). The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at anytime prior to the development of the written evaluation, but at least one of them must be planned in consultation with the probationary teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. (b) Tenured teachers will be evaluated on a rotating schedule, but no less than once every three- (3) years. The administration reserves the right to evaluate a tenured teacher more often. The evaluation will be based upon announced, unannounced, informal observations and on the performance of other duties and responsibilities. The announced and unannounced observations should be a minimum of thirty (30) minutes in length. The observations may occur at any time prior to the development of the written evaluation, but at least one of them must be planned in consultation with the tenured teacher. The results of formal observations will be discussed with the teacher in a timely manner. The information gathered during the observations will be used to write the evaluations. 2. The administrator shall prepare and submit a written evaluation and recommendations to the teacher prior to May 30th of the year they are evaluated. The administrator shall hold a conference with the teacher to discuss the written evaluation and recommendations. 3. Upon receipt of the evaluation the teacher will sign the form indicating his/her receipt of the report. The signature on the form does not constitute his/her approval unless specifically noted. 4. Teachers involved with the instruction of Advanced Placement courses will be evaluated. This evaluation in the first year will be made part of the formal evaluation only at the request of the teacher. B. A teacher who disagrees with the content or procedure of evaluation may submit a written answer which shall be attached to the file copy of the evaluation in question and/or submit any complaints through Level 4 of the grievance procedure. C. If an administrator believes a teacher is doing unacceptable work, the reasons shall be set forth in specific terms. Included will be examples of specific ways in which the teacher is to improve and assistance may be given by the administrator and other staff members. In subsequent conferences it shall be the responsibility of the individual teacher to inquire whether adequate improvement has taken place. D. Monitoring and observation of the work performance of the teacher shall be conducted openly. The public address or audio system or similar types of communications will not be used for the purpose of evaluation. E. The Board and the Association recognize that the ability of pupils to progress and mature academically is a combined result of the school, home, economic and social environment and that teachers alone cannot be held accountable for all aspects of the academic achievement of the pupil in the classroom. Test results of academic progress of students shall not be used as the sole determinant or in isolated instances to evaluate the quality of a teacher's service or fitness for retention. F. All communications, including evaluations by Milan Administrators, commendations, and documented complaints directed toward the teacher which are to be included in the personnel file shall be made available for review of the teacher prior to placement in the file; a copy of any such communication will be provided to the teacher at this time. Pre-placement information such as confidential credentials, letters of reference from universities, individuals, or previous employers are exempt from such review. A written statement for inclusion in the personnel file may then be made by the teacher in regard to materials that were not signed by the teacher. A representative of the Association may accompany the teacher. G. Ordinarily, observations of teachers shall not be for less than a full class period or for the duration of a particular teaching lesson.

  • Student Evaluations Student evaluations shall be completed by the end of the 12th week of the Fall semester.

  • EMPLOYEE EVALUATIONS 6.1 Administrators will meet with new employees to discuss their job description within one (1) month of hire. The Administrator and new employee will sign off on the job description and it will be forwarded to the Human Resources Department for inclusion in the employee‘s personnel file. The Human Resources Department will compile and distribute a list showing each employee‘s evaluator prior to November 1st of each year. Bargaining unit job descriptions will be made available via the District‘s web site. 6.2 Evaluations will transpire as follows for employees that are receiving satisfactory ratings: a. New hires—regular part-time (school year employees) will be evaluated at three (3) and six (6) working months. b. New hires—full time (12 month employees) will be evaluated at three (3), six (6) and twelve (12) months. c. After the initial year of employment, each employee shall be evaluated at least once annually by March 31st. 6.3 Criteria for evaluating bargaining unit members will be based on the performance categories outlined on the evaluation form as related to the job description of their specific position assignment. 6.4 Evaluation reports shall include feedback regarding strengths and weaknesses (if any) demonstrated by the employee. Prior to an employee receiving a rating less than “Meets Expectations,” the employee shall be advised of the performance concern and provided with a clear statement of any deficiency and a statement defining acceptable performance. This shall occur within a reasonable time prior to the final evaluation to allow the employee a chance to demonstrate improvement. 6.5 In the event an employee is evaluated overall as “Does Not Meet Expectations,” the district, in consultation with the employee and the Association, will provide the employee a written plan of improvement (See Employee Plan of Improvement form in Appendix). The plan shall clearly define all areas of deficiency, provide clear and attainable performance goals, and outline supports (if any) to be given, including any necessary training at the District’s expense. The employee will be given a reasonable amount of time, not to exceed sixty (60) working days, to meet job performance expectations. During the improvement period, feedback will be provided through a minimum of three scheduled meetings. Following the completion of the plan, the supervisor shall notify the employee in writing of the outcome. Failure to demonstrate satisfactory improvement may constitute grounds for termination. 6.6 The bargaining unit member shall be given a copy of their evaluation, and any data collection sheets (with the submitters name excluded) used in the evaluation. 6.7 Under the law there is no right to Association Representation at evaluation conferences. 6.8 Any information shared with the evaluating administrator for the evaluation process shall be recorded on Data Collection Sheet(s), with the exception of those unit members that have supervising teachers. Supervising teachers will work directly with the evaluating administrator to share performance information for inclusion in the unit member‘s evaluation. 6.9 Employees shall have the right to respond to evaluations in writing. Such written response shall be attached to the evaluation if received within 5 days. 6.10 No bargaining unit member shall be required to sign a blank or incomplete evaluation form.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. The Choate Team will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Procurement of Goods and Services (a) If the HSP is subject to the procurement provisions of the BPSAA, the HSP will abide by all directives and guidelines issued by the Management Board of Cabinet that are applicable to the HSP pursuant to the BPSAA. (b) If the HSP is not subject to the procurement provisions of the BPSAA, the HSP will have a procurement policy in place that requires the acquisition of supplies, equipment or services valued at over $25,000 through a competitive process that ensures the best value for funds expended. If the HSP acquires supplies, equipment or services with the Funding it will do so through a process that is consistent with this policy.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order. (b) The technical evaluation committee may call the responsive bidders for discussion or presentation to facilitate and assess their understanding of the scope of work and its execution. However, the committee shall have sole discretion to call for discussion / presentation. (c) Financial bids of only those bidders who qualify the technical criteria will be opened provided all other requirements are fulfilled. (d) AIIMS Jodhpur shall have right to accept or reject any or all tenders without assigning any reasons thereof.

  • Advertising and Promotional Materials The Purchaser acknowledges and agrees that the Vendor shall have the right to use drawings, photographs, videos or other depictions of the interior and/or exterior of the Dwelling and/or the Subdivision or any components or features thereof in any promotional or advertising materials without notice to or consent from the Purchaser being required in any manner whatsoever.

  • Goods and Services 4.3.1. The Supplier shall ensure that the Goods and/or the Services provided are fit for the purposes that may reasonably be inferred from the technical specifications and in accordance with the timetable for performance defined in the Contract. In any event the Supplier commits himself to achieve performance and results stipulated in the Contract. 4.3.2. The Goods and/or Services shall be delivered in a state of full completion with the complete “Documentation” (any operation and maintenance manuals, drawings, calculations, technical data, logic diagrams, progress reports, quality documentation, conformity certificates, test reports, bill of lading, certificates of origin, export control classification list number as per any applicable export regulation - such as the European Council Regulation 428/2009 (as amended) and/or the U.S. Export Administration Regulations (“EAR”), percentage of U.S. origin content, U.S. Export Control Classification Number (“ECCN”) or U.S. Munitions List category (“USML”) (if applicable) export authorizations and licenses, Harmonized Tariff Code - and any such other documents required under the Contract and/or applicable Laws) associated therewith as well as all instructions, recommendationsandother indicationsnecessaryin orderfor themtobeused correctly and under the appropriate safety conditions. If so required by the Purchaser, the Supplier shall submit any such Documentation to the Purchaserwith sufficient timeforreview andapproval by the Customer, in accordancewith the time-lines agreed between the Purchaser and the Customer. Where the Documentation provided by the Supplier is not compliant with Purchaser’s contractual requirements, the Supplier must make the necessary modifications, and indemnify the Purchaser for any costs, liabilities or penalties incurred by the Purchaser as a result of the non-compliance and/or delay. 4.3.3. Goods or Services that donotmeetall the requirements set in this Article 4.3 shall be considered as having a Non-Conformity as per Article 10 of these General Conditions and may be recorded as a non-conformity event (NCE) as defined in the Supplier Quality Manual. 4.3.4. If the Supplier is not certain that the results of the Services or Goods comply with the requirements defined in this Article 4.3, it shall inform immediately the Purchaser thereof in writing, providing all the needed indications concerning the risks of non- compliance and the measures that the Supplier intends to take in order to remedy the situation. The Purchaser shall notify its acceptance or rejection of the Supplier’s proposals as soon as possible and in writing. 4.3.5. If the Purchaser assesses on its part that the Supplier is not performing the Services and/or supplying the Goods in accordance with the Contract, itmay require the Supplier to indicate to it, in writing, the measures that the Supplier intends to take to remedy the situation. The Purchaser shall notify the Supplier in writing as soon as possible of its acceptance or rejection of the Supplier’s proposals.

  • Job Evaluation The work of the provincial job evaluation steering committee (the JE Committee) will continue during the term of this Framework Agreement. The objectives of the JE Committee are as follows: • Review the results of the phase one and phase two pilots and outcomes of the committee work. Address any anomalies identified with the JE tool, process, or benchmarks. • Rate the provincial benchmarks and create a job hierarchy for the provincial benchmarks. • Gather data from all school districts and match existing job descriptions to the provincial benchmarks. • Identify the job hierarchy for local job descriptions for all school districts. • Compare the local job hierarchy to the benchmark-matched hierarchy. • Develop a methodology to convert points to pay bands - The confirmed method must be supported by current compensation best practices. • Identify training requirements to support implementation of the JE plan and develop training resources as required. Once the objectives outlined above are completed, the JE Committee will mutually determine whether a local, regional or provincial approach to the steps outlined above is appropriate. It is recognized that the work of the committee is technical, complicated, lengthy and onerous. To accomplish the objectives, the parties agree that existing JE funds can be accessed by the JE committee to engage consultant(s) to complete this work. It is further recognized that this process does not impact the established management right of employers to determine local job requirements and job descriptions nor does this process alter any existing collective agreement rights or established practices. When the JE plan is ready to be implemented, and if an amendment to an existing collective agreement is required, the JE Committee will work with the local School District and Local Union to make recommendations for implementation. Any recommendations will also be provided to the Provincial Labour Management Committee (PLMC). As mutually agreed by the provincial parties and the JE Committee, the disbursement of available JE funds shall be retroactive to January 2, 2020. The committee will utilize available funds to provide 50% of the wage differential for the position falling the furthest below the wage rate established by the provincial JE process and will continue this process until all JE fund monies at the time have been disbursed. The committee will follow compensation best practices to avoid problems such as inversion. The committee will report out to the provincial parties regularly during the term of the Framework Agreement. Should any concerns arise during the work of the committee they will be referred to the PLMC. Create a maintenance program to support ongoing implementation of the JE plan at a local, regional or provincial level. The maintenance program will include a process for addressing the wage rates of incumbents in positions which are impacted by implementation of the JE plan. The provincial parties confirm that $4,419,859 of ongoing annual funds will be used to implement the Job Evaluation Plan. Effective July 1, 2022, there will be a one-time pause of the annual $4,419,859 JE funding. This amount has been allocated to the local table bargaining money. The annual funding will recommence July 1, 2023.

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