Light Duties. Employees who qualify for short term disability and who are capable of returning to work, subject to medical concurrence, may participate in light duty work for the Employer. An employee may be required after three (3) days to produce a certificate from a duly qualified medical practitioner certifying that the employee is (or was) unable to carry out her or his duties due to illness. The Employer shall bear the cost of such certificates.
Light Duties. Where an employee is unable to perform the full duties of their position due to illness or injury, they may be required by the Employer to perform other fire protection and prevention related duties provided they are medically fit to do so.
(i) Does not include communicable diseases or illnesses.
(ii) Employees will not be asked to perform any duties that could cause further damage to the injury.
(iii) Employees to obtain a Doctor's note verifying that they are capable of working in a light duty position and further specifying or limiting the kind of light duty they are capable of performing.
(iv) Temporary shift changes may be required.
(v) Areas of "Light Duty" will include Special Assignment in Fire Prevention and Pre-planning.
(vi) Any employees working in light duty will work no longer than a four (4) day week between Monday and Friday.
(vii) The daily hours of work shall not exceed eight (8) hours for those working day shift assignments.
(viii) Any time difference between the actual time worked and the employees’ regular work week will be debited to sick time.
Light Duties. Where a worker’s medical certificate enables that worker to return to work for light duties, such duties shall be decided by the Chief Fire Officer; in cases of dissatisfaction with such duties the matter shall be referred to the Regional Occupational Health Committee for resolution.
Light Duties. Employees in receipt of Workers’ Compensation, Disability Benefits or who are unable to perform their regular duties as a result of injury or illness, may be offered light duties, which duties will not be unreasonably refused. Such duties may be approved by the Employee’s doctor. The nature of the duties will be designed bearing in mind the Employee’s physical capabilities, his present skills and abilities. This may also require a functional assessment. The Company agrees that the light duties performed by the Employee will not affect his seniority nor result in the demotion of any other Employee. Either the Company or the Union may recommend candidates for light duties and the nature of the work to be offered. The Company may request a professional’s medical opinion relating to the Employee’s fitness to work or to return to work from a qualified medical doctor or other specialist. This will be at the Company’s expense. Accommodation: The Parties agree to discuss and implement accommodations for an Employee who is experiencing physical or mental disability up to the point of undue hardship.
Light Duties. In situations where an employee can only return to work on light duties, the Company has designated various "light duties" categories, which have different levels of physical requirements. These are listed and described in “Appendix A” along with examples of typical light duty jobs, which could be made available to the employee. These descriptions are available for a physician to review in order to be able to adequately assess whether or not an employee can perform one or more of them in keeping with the employee’s physical restrictions. Typically, an employee will be on light duties until they receive medical clearance to return to their pre-accident/illness position. The Company will make every effort to return the employee to the workplace as soon as is medically appropriate.
Light Duties. Injured Employees will be obliged to undertake light duties where available, provided all relevant occupational health and safety and workers compensation regulations are complied with, and authorised by a doctor.
Light Duties. If the Employee is not able to perform the full duties of a position in which light duties are afforded, the Employer shall, in consultation with the Union, develop an appropriate job class and corresponding rate of pay to be applied to the light duties performed. This shall be subject to the availability of light duties and the right of the Employer to designate the rate of pay applicable to the work available. If the Union and the Employer cannot agree upon the rate of pay, that matter shall constitute a difference between the Employer and the Union and shall be subject to Article 11 and Article 12.
Light Duties. A firefighter may be unable to meet their duties due to an injury or non contagious illness that is not of a permanent nature. Under this circumstance, that person would not be forced to take sick leave, but may be used in the Fire Station Watchtower. Management will draft a plan consistent with the Transfield Services Rehabilitation Policy, in conjunction with the employee stating the nature of the light duties and the anticipated duration. The aim of the light duty clause is to reduce sick leave and overtime, while preserving the employee’s sick leave hours.
Light Duties. A. In consideration of workload requirements, office priorities, and the capability and suitability of a bargaining unit employee to perform specified duties, the County may grant light duty following a non-work related injury or illness. Light duty assignments may be granted and revoked by the director or designee. Such decisions are not greivable.
B. Any request must be submitted in writing and must be accompanied by a physician’s statement detailing the bargaining unit employee’s limitations, prognosis, and expected date of release to full duty.
Light Duties. Demand less physical exertion than pm-injury job. Recommendations of the health care provider, or Insurance provider. Alternate Other duties identified that meet the recommendations of the health care provider. Reduced Hours: Hours may be reduced to match the worker’s tolerance level as recommended by the health care provider. Temporary Accommodation as Treatment: Work hardening, extended therapy and graduated duties as recommended by the health care provider. Work Hardening: Work duties may be used as part of a conditioning and strengthening process as recommended by the health care provider.
