INJURED ON DUTY POLICY Sample Clauses

INJURED ON DUTY POLICY. An employee, including an introductory employee, who has been injured in the scope and course of his/her employment with the Employer and who is eligible for Worker’s Compensation payments shall adhere to the Iowa Worker’s Compensation statute. When an employee is entitled to Worker’s Compensation benefits, the employee shall be eligible for a supplemental payment by the County. The employee will not be required to utilize sick leave or other paid leave while recovering from said injury for the first three hundred sixty-five (365) calendar days. The supplemental payment shall be an amount equal to the difference between the employee’s net pay and the amount of the weekly Worker’s Compensation benefit the employee receives. “Net pay” for the purpose of this article shall mean the employee’s base salary minus deductions for taxes, social security and IPERS. The supplemental pay shall continue for three hundred sixty-five (365) days, or until the employee has reached maximum medical improvement, whichever comes first. If a Worker’s Compensation settlement is agreed upon and approved by order of a court of competent jurisdiction, the County shall provide no further supplemental benefit under the terms of this agreement. The employee shall not be entitled to a supplemental payment under this section in an amount that, when added to any Worker’s Compensation benefit will result in the employee receiving total compensation greater than the average weekly net wage for the applicable period of time.
Sample 1
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INJURED ON DUTY POLICY. An employee who is injured while performing their job duties for the County shall immediately report the injury to their immediate supervisor. In the case of an incapacitating injury, the report shall be submitted as soon as the employee is able to supply the necessary information. An employee, including an introductory employee, who has been injured in the scope and course of his/her employment with the Employer and who is eligible for Worker’s Compensation payments shall adhere to the Iowa Worker’s Compensation statute. When an employee is entitled to Worker’s Compensation benefits, that employee shall be eligible for a supplemental payment by the County. The employee will not be required to utilize sick leave or other paid leave while recovering from said injury for the first three hundred sixty-five (365) calendar days. The supplemental payment shall be an amount equal to the difference between the employee’s net pay and the amount of the weekly Worker’s Compensation benefit the employee receives. “Net pay” for the purpose of this article shall mean the employee’s base salary minus deductions for taxes, social security and IPERS. The supplemental pay shall continue for three hundred sixty-five (365) calendar days, or until the employee has reached maximum medical improvement, whichever comes first. If a Worker’s Compensation settlement is agreed upon and approved by order of a court of competent jurisdiction, the County shall provide no further supplemental benefit under the terms of this agreement. The employee shall be entitled to a supplemental payment under this section in an amount that, when added to any Worker’s Compensation benefit will result in the employee receiving total compensation greater than the average weekly net wage for the applicable period of time. WAGE SCHEDULE – Appendix “A” DETENTION OFFICER Effective July 1, 2023 Appendix A Detention Officer Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 Step 9 Bucket 10 25.25 26.00 26.78 27.59 28.41 29.27 30.14 31.05 31.98 34.25 *Note-Figures have been rounded for the purpose of this document Official hourly wage rates are calculated by the Auditor's office/Payroll Division Exhibit A-Employee Wage Hire Date Year Conversion Primary Title Base Wage Salary Schedule- Step New Base 23-24 Wage Change New Step 11/28/2022 0.58 DETENTION OFFICER 25 STEP 1 26.0075 4.03% STEP 2 11/28/2022 0.58 DETENTION OFFICER 25 STEP 1 26.0075 4.03% STEP 2 10/17/2022 0.67 DETENTION OFFICER 25 STEP 1 26.0075 4...
Sample 1
INJURED ON DUTY POLICY. An employee shall be considered on “Injured on duty” (IOD) status when he/she is injured or acquires a disease or illness while performing duties within the scope of his or her legal authority as a Sheriff’s Deputy and said injury is a direct result of those duties. Furthermore, in order to be considered for IOD, an employee must have been following standard operating procedures, and the injury must not have occurred during off-duty employment, unless the employee is forced to assume his/her official law enforcement duties during such off-duty employment. In order to be granted such IOD status, a request for IOD must be submitted along with a detailed report describing the incident that caused the injuries. The report must contain as much specific information as possible with respect to how the injury occurred and persons present at the time of the injury. The report must be submitted prior to the end of the Deputy’s shift, unless he/she is physically incapable of doing so, in which case the report shall be submitted by the Deputy’s immediate supervisor. The Sheriff, or his/her designee, will review each IOD request and make a determination as to whether the requirements for IOD, set forth above, have been met. The Sheriff, or his/her designee, will inform the employee in writing of his/her decision. If an employee fails to cooperate in providing the Sheriff, or his/her designee, with requested medical information, IOD status will be denied. Once a Deputy has been designated on IOD status, that status runs continuously, even during periods of light duty, until the employee is taken off IOD. The Sheriff, or his/her designee, may terminate IOD status when the Deputy is fit for duty and has been medically released; or has reached maximum medical improvement and is not fit for duty. The Sheriff, or his/her designee, will provide the employee with written documentation explaining the basis for terminating IOD status.
Sample 1

Related to INJURED ON DUTY POLICY

  • Injured on Duty Pay An employee who, in the ordinary course of employment, while acting in a reasonable and prudent manner and in compliance with the established rules and procedures of the Appointing Authority, incurs a disabling injury stemming from the aggressive and/or intentional and overt act of a person, or which is incurred while attempting to apprehend or take into custody such person, shall receive compensation in an amount equal to the difference between the employee's regular rate of pay and benefits paid under Workers' Compensation, without deduction from the employee's accrued sick leave. Such compensation shall not exceed an amount equal to two hundred forty (240) times the employee's regular hourly rate of pay per disabling injury.

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