Common use of General Policy Procedures Clause in Contracts

General Policy Procedures. A Every effort shall be made to reassign the concerned employee within the employee's present craft or occupational group, even if such assignment reduces the number of hours of work for the supplemental work force. After all efforts are exhausted in this area, consideration will be given to reassignment to another craft or occupational group within the same installation. B The full-time regular or part-time flexible employee must be able to meet the qualifications of the position to which the em- ployee is reassigned on a permanent basis. On temporary reas- signment, qualifications can be modified provided excessive hours are not used in the operation. C The reassignment of a full-time regular or part-time flexible em- ployee to a temporary or permanent light duty or other assign- ment shall not be made to the detriment of any full-time regular on a scheduled assignment or give a reassigned part-time flexi- ble preference over other part-time flexible employees. D The reassignment of a full-time regular or part-time flexible em- ployee under the provisions of this Article to an agreed-upon light duty temporary or permanent or other assignment within the office, such as type of assignment, area of assignment, hours of duty, etc., will be the decision of the installation head who will be guided by the examining physician's report, employee's ability to reach the place of employment and ability to perform the duties involved. E An additional full-time regular position can be authorized within the craft or occupational group to which the employee is being reassigned, if the additional position can be established out of the part-time hours being used in that operation without increas- ing the overall hour usage. If this cannot be accomplished, then consideration will be given to reassignment to an existing va- cancy. F The installation head shall review each light duty reassignment at least once each year, or at any time the installation head has reason to believe the incumbent is able to perform satisfactorily in other than the light duty assignment the employee occupies. This review is to determine the need for continuation of the em- ployee in the light duty assignment. Such employee may be re- quested to submit to a medical review by a physician designated by the installation head if the installation head believes such ex- amination to be necessary. G The following procedures are the exclusive procedures for re- solving a disagreement between the employee's physician and the physician designated by the USPS concerning the medical condition of an employee who is on a light duty assignment. These procedures shall not apply to cases where the employee's medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all rele- vant facts including job descriptions and occupational physical requirements. The decision of the third physician will be final as to the employee's medical condition and occupational limita- tions, if any. Any other issues relating to the employee's enti- tlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer. H When a full-time regular employee in a temporary light duty as- signment is declared recovered on medical review, the employee shall be returned to the employee's former duty assignment, if it has not been discontinued. If such former regular assignment has been discontinued, the employee becomes an unassigned full-time regular employee. I If a full-time regular employee is reassigned in another craft for permanent light duty and later is declared recovered, on medical review, the employee shall be returned to the first available full- time regular vacancy in complement in the employee's former craft. Pending return to such former craft, the employee shall be an unassigned full-time regular employee. The employee's sen- iority shall be restored to include service in the light duty as- signment. J When a full-time regular employee who has been awarded a permanent light duty assignment within the employee's own craft is declared recovered, on medical review, the employee shall become an unassigned full-time regular employee. K When a part-time flexible on temporary light duty is declared recovered, the employee's detail to light duty shall be terminat- ed. L When a part-time flexible who has been reassigned in another craft on permanent light duty is declared recovered, such as- signment to light duty shall be terminated. Section 4I, above, does not apply even though the employee has advanced to full- time regular while on light duty.

General Policy Procedures. A Every effort shall be made to reassign the concerned employee within the employee's present craft or occupational group, even if such assignment reduces the number of hours of work for the supplemental work force. After all efforts are exhausted in this area, consideration will be given to reassignment to another craft or occupational group within the same installation. B The full-time regular or part-time flexible employee must be able to meet the qualifications of the position to which the em- ployee is reassigned on a permanent basis. On temporary reas- signment, qualifications can be modified provided excessive hours are not used in the operation. C The reassignment of a full-time regular or part-time flexible em- ployee to a temporary or permanent light duty or other assign- ment shall not be made to the detriment of any full-time regular on a scheduled assignment or give a reassigned part-time flexi- ble preference over other part-time flexible employees. D The reassignment of a full-time regular or part-time flexible em- ployee under the provisions of this Article to an agreed-upon light duty temporary or permanent or other assignment within the office, such as type of assignment, area of assignment, hours of duty, etc., will be the decision of the installation head who will be guided by the examining physician's report, employee's ability to reach the place of employment and ability to perform the duties involved. E An additional full-time regular position can be authorized within the craft or occupational group to which the employee is being reassigned, if the additional position can be established out of the part-time hours being used in that operation without increas- ing the overall hour usage. If this cannot be accomplished, then consideration will be given to reassignment to an existing va- cancy. F The installation head shall review each light duty reassignment at least once each year, or at any time the installation head has reason to believe the incumbent is able to perform satisfactorily in other than the light duty assignment the employee occupies. This review is to determine the need for continuation of the em- ployee in the light duty assignment. Such employee may be re- quested to submit to a medical review by a physician designated by the installation head if the installation head believes such ex- amination to be necessary. G The following procedures are the exclusive procedures for re- solving a disagreement between the employee's physician and the physician designated by the USPS concerning the medical condition of an employee who is on a light duty assignment. These procedures shall not apply to cases where the employee's medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all rele- vant facts including job descriptions and occupational physical requirements. The decision of the third physician will be final as to the employee's medical condition and occupational limita- tions, if any. Any other issues relating to the employee's enti- tlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer. H When a full-time regular employee in a temporary light duty as- signment is declared recovered on medical review, the employee shall be returned to the employee's former duty assignment, if it has not been discontinued. If such former regular assignment has been discontinued, the employee becomes an unassigned full-time regular employee. I If a full-time regular employee is reassigned in another craft for permanent light duty and later is declared recovered, on medical review, the employee shall be returned to the first available full- time regular vacancy in complement in the employee's former craft. Pending return to such former craft, the employee shall be an unassigned full-time regular employee. The employee's sen- iority shall be restored to include service in the light duty as- signment. J When a full-time regular employee who has been awarded a permanent light duty assignment within the employee's own craft is declared recovered, on medical review, the employee shall become an unassigned full-time regular employee. K When a part-time flexible on temporary light duty is declared recovered, the employee's detail to light duty shall be terminat- ed. L When a part-time flexible who has been reassigned in another craft on permanent light duty is declared recovered, such as- signment to light duty shall be terminated. Section 4I, above, does not apply even though the employee has advanced to full- time regular while on light duty.then

General Policy Procedures. A Every effort shall be made to reassign the concerned employee within the employee's present craft or occupational group, even if such assignment reduces the number of hours of work for the supplemental work force. After all efforts are exhausted in this area, consideration will be given to reassignment to another craft or occupational group within the same installation. B The full-time regular or part-time flexible employee must be able to meet the qualifications of the position to which the em- ployee employee is reassigned on a permanent basis. On temporary reas- signmentreassignment, qualifications can be modified provided excessive hours are not used in the operation. C The reassignment of a full-time regular or part-time flexible em- ployee to a temporary or permanent light duty or other assign- ment assignment shall not be made to the detriment of any full-time regular on a scheduled assignment or give a reassigned part-time flexi- ble preference flexible pref- erence over other part-time flexible employees. D The reassignment of a full-time regular or part-time flexible em- ployee under the provisions of this Article to an agreed-upon light duty temporary or permanent or other assignment within the officeof- fice, such as type of assignment, area of assignment, hours of duty, etc., will be the decision of the installation head who will be guided by the examining physician's report, employee's ability to reach the place of employment and ability to perform the duties involved. E An additional full-time regular position can be authorized within the craft or occupational group to which the employee is being reassigned, if the additional position can be established out of the part-time hours being used in that operation without increas- ing increasing the overall hour usage. If this cannot be accomplished, then consideration con- sideration will be given to reassignment to an existing va- cancyvacancy. F The installation head shall review each light duty reassignment at least once each year, or at any time the installation head has reason rea- son to believe the incumbent is able to perform satisfactorily in other than the light duty assignment the employee occupies. This review is to determine the need for continuation of the em- ployee employee in the light duty assignment. Such employee may be re- quested requested to submit to a medical review by a physician designated by the installation in- stallation head if the installation head believes such ex- amination examination to be necessary. G The following procedures are the exclusive procedures for re- solving resolv- ing a disagreement between the employee's physician and the physician designated by the USPS concerning the medical condition condi- tion of an employee who is on a light duty assignment. These procedures shall not apply to cases where the employee's medical condition arose out of an occupational illness or injury. On request re- quest of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition con- dition in question, the list to be supplied by the local Medical SocietySo- ciety. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer Em- ployer will supply the selected physician with all rele- vant relevant facts including job descriptions and occupational physical requirementsrequire- ments. The decision of the third physician will be final as to the employee's medical condition and occupational limita- tionslimitations, if any. Any other issues relating to the employee's enti- tlement entitlement to a light duty assignment shall be resolved through the grievance-arbitration ar- bitration procedure. The costs of the services of the third physician physi- cian shall be shared by the Union and the Employer. H When a full-time regular employee in a temporary light duty as- signment is declared recovered on medical review, the employee shall be returned to the employee's former duty assignment, if it has not been discontinued. If such former regular assignment has been discontinued, the employee becomes an unassigned full-full- time regular employee. I If a full-time regular employee is reassigned in another craft for permanent light duty and later is declared recovered, on medical review, the employee shall be returned to the first available full- time regular vacancy in complement in the employee's former craft. Pending return to such former craft, the employee shall be an unassigned full-time regular employee. The employee's sen- iority shall be restored to include service in the light duty as- signmentassign- ment. J When a full-time regular employee who has been awarded a permanent per- manent light duty assignment within the employee's own craft is declared recovered, on medical review, the employee shall become be- come an unassigned full-time regular employee. K When a part-time flexible on temporary light duty is declared recoveredre- covered, the employee's detail to light duty shall be terminat- edterminated. L When a part-time flexible who has been reassigned in another craft on permanent light duty is declared recovered, such as- signment assign- ment to light duty shall be terminated. Section 4I, above, does not apply even though the employee has advanced to full- full-time regular while on light duty.

General Policy Procedures. A Every effort shall be made to reassign the concerned employee within the employee's ’s present craft or occupational group, even if such assignment reduces the number of hours of work for the supplemental work force. After all efforts are exhausted in this area, consideration will be given to reassignment to another craft or occupational group within the same installation. B The full-time regular or part-time flexible employee must be able to meet the qualifications of the position to which the em- ployee employee is reassigned on a permanent basis. On temporary reas- signmentreassignment, qualifications can be modified provided excessive hours are not used in the operation. C The reassignment of a full-time regular or part-time flexible em- ployee to a temporary or permanent light duty or other assign- ment shall not be made to the detriment of any full-time regular on a scheduled assignment or give a reassigned part-time flexi- ble flex- ible preference over other part-time flexible employees. D The reassignment of a full-time regular or part-time flexible em- ployee under the provisions of this Article to an agreed-upon light duty temporary or permanent or other assignment within the office, such as type of assignment, area of assignment, hours of duty, etc., will be the decision of the installation head who will be guided by the examining physician's ’s report, employee's ability ’s abili- ty to reach the place of employment and ability to perform the duties involved. E An additional full-time regular position can be authorized within the craft or occupational group to which the employee is being reassigned, if the additional position can be established out of the part-time hours being used in that operation without increas- ing increasing the overall hour usage. If this cannot be accomplished, then consideration con- sideration will be given to reassignment to an existing va- cancyvacancy. F The installation head shall review each light duty reassignment at least once each year, or at any time the installation head has reason to believe the incumbent is able to perform satisfactorily in other than the light duty assignment the employee occupies. This review is to determine the need for continuation of the em- ployee in the light duty assignment. Such employee may be re- quested to submit to a medical review by a physician designated by the installation head if the installation head believes such ex- amination to be necessary. G The following procedures are the exclusive procedures for re- solving a disagreement between the employee's ’s physician and the physician designated by the USPS concerning the medical condition of an employee who is on a light duty assignment. These procedures shall not apply to cases where the employee's ’s medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer Em- ployer will supply the selected physician with all rele- vant relevant facts including job descriptions and occupational physical requirementsrequire- ments. The decision of the third physician will be final as to the employee's ’s medical condition and occupational limita- tionslimitations, if any. Any other issues relating to the employee's enti- tlement ’s entitlement to a light duty assignment shall be resolved through the grievance-grievance- arbitration procedure. The costs of the services of the third physician phy- sician shall be shared by the Union and the Employer. H When a full-time regular employee in a temporary light duty as- signment is declared recovered on medical review, the employee shall be returned to the employee's ’s former duty assignment, if it has not been discontinued. If such former regular assignment has been discontinued, the employee becomes an unassigned full-time regular employee. I If a full-time regular employee is reassigned in another craft for permanent light duty and later is declared recovered, on medical review, the employee shall be returned to the first available full- time regular vacancy in complement in the employee's ’s former craft. Pending return to such former craft, the employee shall be an unassigned full-time regular employee. The employee's sen- iority ’s se- niority shall be restored to include service in the light duty as- signmentassignment. J When a full-time regular employee who has been awarded a permanent per- manent light duty assignment within the employee's ’s own craft is declared recovered, on medical review, the employee shall become be- come an unassigned full-time regular employee. K When a part-time flexible on temporary light duty is declared recoveredre- covered, the employee's ’s detail to light duty shall be terminat- edterminated. L When a part-time flexible who has been reassigned in another craft on permanent light duty is declared recovered, such as- signment assign- ment to light duty shall be terminated. Section 4I, above, does not apply even though the employee has advanced to full- full-time regular while on light duty.

General Policy Procedures. A Every effort shall be made to reassign the concerned employee within the employee's present craft or occupational group, even if such assignment reduces the number of hours of work for the supplemental work force. After all efforts are exhausted in this area, consideration will be given to reassignment to another craft or occupational group within the same installation. B The full-time regular or part-time flexible employee must be able to meet the qualifications of the position to which the em- ployee is reassigned on a permanent basis. On temporary reas- signment, qualifications can be modified provided excessive hours are not used in the operation. C The reassignment of a full-time regular or part-time flexible em- ployee to a temporary or permanent light duty or other assign- ment shall not be made to the detriment of any full-time regular on a scheduled assignment or give a reassigned part-time flexi- ble preference over other part-time flexible employees. D The reassignment of a full-time regular or part-time flexible em- ployee under the provisions of this Article to an agreed-upon light duty temporary or permanent or other assignment within the office, such as type of assignment, area of assignment, hours of duty, etc., will be the decision of the installation head who will be guided by the examining physician's report, employee's ability to reach the place of employment and ability to perform the duties involved. E An additional full-time regular position can be authorized within the craft or occupational group to which the employee is being reassigned, if the additional position can be established out of the part-time hours being used in that operation without increas- ing the overall hour usage. If this cannot be accomplished, then consideration will be given to reassignment to an existing va- cancy. F The installation head shall review each light duty reassignment at least once each year, or at any time the installation head has reason to believe the incumbent is able to perform satisfactorily in other than the light duty assignment the employee occupies. This review is to determine the need for continuation of the em- ployee in the light duty assignment. Such employee may be re- quested to submit to a medical review by a physician designated by the installation head if the installation head believes such ex- amination to be necessary. G The following procedures are the exclusive procedures for re- solving a disagreement between the employee's physician and the physician designated by the USPS concerning the medical condition of an employee who is on a light duty assignment. These procedures shall not apply to cases where the employee's medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all rele- vant facts including job descriptions and occupational physical requirements. The decision of the third physician will be final as to the employee's medical condition and occupational limita- tions, if any. Any other issues relating to the employee's enti- tlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer. H When a full-time regular employee in a temporary light duty as- signment is declared recovered on medical review, the employee shall be returned to the employee's former duty assignment, if it has not been discontinued. If such former regular assignment has been discontinued, the employee becomes an unassigned full-time regular employee. I If a full-time regular employee is reassigned in another craft for permanent light duty and later is declared recovered, on medical review, the employee shall be returned to the first available full- time regular vacancy in complement in the employee's former craft. Pending return to such former craft, the employee shall be an unassigned full-time regular employee. The employee's sen- iority shall be restored to include service in the light duty as- signment. J When a full-time regular employee who has been awarded a permanent light duty assignment within the employee's own craft is declared recovered, on medical review, the employee shall become an unassigned full-time regular employee. K When a part-time flexible on temporary light duty is declared recovered, the employee's detail to light duty shall be terminat- ed. L When a part-time flexible who has been reassigned in another craft on permanent light duty is declared recovered, such as- signment to light duty shall be terminated. Section 4I, above, does not apply even though the employee has advanced to full- time regular while on light duty.'s

General Policy Procedures. A Every effort shall be made to reassign the concerned employee within the employee's present craft or occupational group, even if such assignment reduces the number of hours of work for the supplemental work forceMHAs. After all efforts are exhausted in this area, consideration consid- eration will be given to reassignment to another craft or occupational occupa- tional group within the same installation. B The full-time regular employee or part-time flexible employee must be able to meet the qualifications of the position to which the em- ployee is reassigned on a permanent basis. On temporary reas- signment, qualifications can be modified provided excessive hours are not used in the operation. C The reassignment of a full-time regular employee or part-time flexible em- ployee employee to a temporary or permanent light duty or other assign- ment as- signment shall not be made to the detriment of any full-time regular employee on a scheduled assignment or give a reassigned part-part- time flexi- ble flexible preference over other part-time flexible employees. D The reassignment of a full-time regular employee or part-time flexible em- ployee employee under the provisions of this Article to an agreed-upon light duty temporary or permanent or other assignment within the office, such as type of assignment, area of assignment, hours of duty, etc., will be the decision of the installation head who will be guided by the examining physician's report, employee's ability to reach the place of employment and ability to perform the duties involved. E An additional full-time regular position can be authorized within the craft or occupational group to which the employee is being reassigned, if the additional position can be established out of the part-time hours being used in that operation without increas- ing the overall hour usage. If this cannot be accomplished, then consideration will be given to reassignment to an existing va- cancy. F The installation head shall review each light duty reassignment at least once each year, or at any time the installation head has reason to believe the incumbent is able to perform satisfactorily in other than the light duty assignment the employee occupies. This review is to determine the need for continuation of the em- ployee in the light duty assignment. Such employee may be re- quested to submit to a medical review by a physician designated by the installation head if the installation head believes such ex- amination to be necessary. G The following procedures are the exclusive procedures for re- solving a disagreement between the employee's physician and the physician designated by the USPS concerning the medical condition of an employee who is on a light duty assignment. These procedures shall not apply to cases where the employee's medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all rele- vant facts including job descriptions and occupational physical requirements. The decision of the third physician will be final as to the employee's medical condition and occupational limita- tions, if any. Any other issues relating to the employee's enti- tlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer. H When a full-time regular employee in a temporary light duty as- signment is declared recovered on medical review, the employee shall be returned to the employee's former duty assignment, if it has not been discontinued. If such former regular assignment has been discontinued, the employee becomes an unassigned full-time regular employee. I If a full-time regular employee is reassigned in another craft for permanent light duty and later is declared recovered, on medical review, the employee shall be returned to the first available full- time regular vacancy in complement in the employee's former craft. Pending return to such former craft, the employee shall be an unassigned full-time regular employee. The employee's sen- iority shall be restored to include service in the light duty as- signment. J When a full-time regular employee who has been awarded a permanent light duty assignment within the employee's own craft is declared recovered, on medical review, the employee shall become an unassigned full-time regular employee. K When a part-time flexible on temporary light duty is declared recovered, the employee's detail to light duty shall be terminat- ed. L When a part-time flexible who has been reassigned in another craft on permanent light duty is declared recovered, such as- signment to light duty shall be terminated. Section 4I, above, does not apply even though the employee has advanced to full- time regular while on light duty.