Light Duty Assignment. Light duty assignment shall be considered in instances where employees are unable to perform the required duties of their current position due to an injury or illness. Said transfer may be made on a temporary basis at the discretion of the Fire Chief. Transfers to said position shall be made in accordance with a medical doctor's recommendation and the City’s return to work policy, provided an opening exists within the capabilities of the injured/disabled employee.
Light Duty Assignment. When an on-the-job injury prevents an employee from performing normal job duties but the employee is able to perform a light duty assignment, the employee may be assigned to a temporary light duty assignment by the Police Chief if he determines that a temporary light duty assignment is available. The employee will be required to provide a written description from a physician of the limitations to be in effect prior to being considered for a light duty assignment. The City has the right to send the employee to a doctor of the City’s choice at City expense to further determine the ability of the employee to work a light duty assignment. The City may choose a physician who is a specialist in the field to eliminate the problem of conflicting opinions. The intent of the second opinion is to assist in determining staffing levels and to encourage rehabilitation of the employee.
Light Duty Assignment. Upon submission of medical documentation that an employee is unable to temporarily perform firefighting duties due to a work related injury or illness, the Township will provide, if available, at the employee’s request, alternate duty. Alternate duty shall be limited to that which is medically appropriate and which contributes in a meaningful and identifiable mission of the Department. The parties agree that alternate duty assignments are to be of a temporary nature, not exceeding twelve (12) calendar months.
Light Duty Assignment. An employee covered by this Agreement who becomes temporarily physically or mentally disabled to the extent that the employee is unable to fully perform the essential functions of the employee’s regular job (with or without reasonable accommodation), may be assigned available duties the employee is physically and mentally able to perform. The Employer’s obligations hereunder shall be limited to offering available duties, and the Employer shall have no obligation to take duties away from other employees. An affected employee shall have no right to bump another employee, but an employee disabled in the line of duty shall be given preference in such assignments over an employee whose disability did not arise in the line of duty.
Light Duty Assignment. Employees returned to work on light duty assignments shall suffer no loss of accrued leave benefits as a result of changing from a suppression workweek to an administrative workweek or vice versa. In the event such an assignment occurs, the employee's hours utilized will be converted to the appropriate rate. (See attachment under Appendix A for current suppression workweek hours.)
Light Duty Assignment. An Employee shall return to his or her respective department for light-duty assignment.
Light Duty Assignment. Light duty will consist of allowing the employee to work, but only under the restrictions placed on them by their health care provider and the Department physician. This could include temporary assignment to an administrative position or other work modifications in accordance with the City or Department’s light-duty or modified-work policies.
Light Duty Assignment. Employees eligible to participate in a light duty assignment are those injured workers with an open Oregon worker’s compensation claim and who have a medical release to perform the duties of a light duty assignment as outlined in the Release to Work form. The city will provide light duty assignments per the following conditions: • Employees must be released to work by a doctor for duties that are available within the police department. • Employee will be paid at their regular rate of pay. • Wages will be offset by workers’ compensation payments. • Light duty assignment will only be for the hours Monday – Friday 8:00 A.M. to 5:00 P.M. • Light duty assignments are not to exceed the shorter of 180 days or when the worker’s compensation claim is closed (full work release). • The Police Chief and HR Director may grant a discretionary extension beyond 180 days on a case-by-case basis. Decision is not subject to grievance.
Light Duty Assignment. When an employee has been release by treating physician to limited or “light duty” status. The District shall accommodate the employee in that capacity until employee is released to full duty status or reaches Maximum Medical Improvement (MMI).
Light Duty Assignment. A. There shall be no minimum or maximum number of light duty assignments at any given period of time.
B. The Employer shall make every effort to employ letter carriers in their own office on light duty assignments.
C. The employee requesting light duty must submit a voluntary request, in writing, for light duty.
D. Light duty assignments will be based on the abilities and limitations as certified by a licensed doctor.
E. Light duty assignments may include, but are not limited to:
1) Casing routes
2) Relabeling carrier cases
3) Rewrite carrier route book
4) Labeling the inside of apartment house boxes
5) Training of new employees 6) Station input for delivery point sequence, as assigned by Management
