LIGHT DUTY ASSIGNMENTS. 1. In the event a clerk requests a light duty assignment, in writing, management must contact the President, Lehigh Valley Area Local to discuss such request.
2. Requests for light duty will be granted, providing there is productive work available, which is within the physical limitations of the employee.
3. no request for light duty from another craft will be approved, prior to management contacting the President and discussing the length of assignment, physical restrictions and possible alternatives.
LIGHT DUTY ASSIGNMENTS. (a) EMPLOYEES who have experienced a Worker's Compensation injury and who have been evaluated and released by a BOARD-approved physician as physically able to return to work with specific limitations or have achieved maximum medical improvement as determined by an approved physician and are unable to return to their previous position may be eligible for temporary LIGHT DUTY assignments by the DISTRICT’s Workers Compensation Department and/or Human Resources, or other permanent assignments that the EMPLOYEE is able to perform within his/her/her medical restrictions.
(b) LIGHT DUTY assignments are trainee positions at job sites to be identified by the Human Resources Department after a review of the EMPLOYEE's job history, qualifications, and physical limitations. Positions such as Data Entry Clerk, Teacher Assistant, and Inventory Clerk are possible opportunities for LIGHT DUTY.
(c) EMPLOYEES selected for LIGHT DUTY assignments will be paid at the greater of 85% of their former salary or the actual salary from the appropriate salary schedule for the position in which they are placed. In the event the assignment does not reflect the duties of an existing position, the 85% rate of the former position will be paid.
(d) The LIGHT DUTY assignment will continue until one of the following events occur:
(i) The EMPLOYEE satisfactorily performs the duties assigned and obtains a non- Worker's Compensation position either in or out of the district.
(ii) The EMPLOYEE fails to satisfactorily perform the assignment as determined by the immediate SUPERVISOR and is returned to Worker's Compensation off-duty status pending a review by the Business Office.
(iii) If the treating physician does not allow the injured EMPLOYEE to return to his/her/her previous employment after maximum medical improvement, the EM- PLOYEE may apply for any other position in the District that he/she qualifies for and for which the treating physician medically clears him/her to perform.
LIGHT DUTY ASSIGNMENTS. Availability of light duty job assignments shall be discussed upon request at the monthly Labor-Management Meetings.
LIGHT DUTY ASSIGNMENTS. A. Light duty assignments in the crafts represented by the Union will be determined by management with consultation with the Union when the need arises.
B. When an employee requires temporary light duty assignment, every effort will be made to retain the employee on his/her normal tour of duty.
LIGHT DUTY ASSIGNMENTS. In the event the City desires to modify Administrative Rule 7.15, Light Duty Work Assignments, the City will discuss changes with the Union.
LIGHT DUTY ASSIGNMENTS a. For any bargaining unit employee whose physical condition prevents them from performing their normal duties, the Sheriff agrees to make reasonable efforts to place the employee in an assignment which they can safely perform work consistent with the employee's condition.
b. Employees who have been authorized injury leave due to work related injuries, may upon release from their attending physician and upon presentation of said release to the Sheriff return to work in a light duty assignment if one is available. Any assignments to light duty shall be in conformance with limitations imposed by the employee's doctor and no employee shall be assigned light duty tasks that would predictably prolong the rehabilitative process or otherwise increase the risk of further injury.
c. The intent of this Article is to permit employees to return to work as soon as is medically possible within the requirements of State of Nevada workers compensation. Further, the parties understand that light duty refers to duty other than the full range of normal duties within the Sheriff's Office.
d. Nothing in this Article shall require the County or the Sheriff to create a light duty assignment. The determination of light duty assignments is the sole right of the Sheriff or designee. The Sheriff agrees that light duty assignments for personnel injured on-duty is probably in the best interest of the County, the agency and the employee. Light duty assignments following off-duty injuries or illnesses will be considered on a case-by-case basis, with the needs of the agency as the determining factor, and will not be considered as precedent in any event. This is a management right and not an item that may be grieved.
LIGHT DUTY ASSIGNMENTS. If, upon determination of an employee’s physical restrictions by the employee’s medical doctor, and/or by a City-designated medical doctor at the City’s request, the employee is determined to be physically able to perform duties of another nature, the employee may be assigned to those duties for the duration of the disability at the sole discretion of the City. Any employee reassigned to duties of another nature shall be compensated at a rate of pay determined by the City commensurate with the temporary assigned duties, not to exceed the employee’s rate of pay as of the date of injury. If the rate of pay for the light duty assignment is less than the employee’s rate of pay as of the date of injury, the pay may be supplemented with workers’ compensation payments as specified by South Dakota Workers’ Compensation law. This reassignment may continue for a period determined by the City not to exceed six months after reassignment to other duties. Upon the employee’s return to his full unrestricted duties held at the time of injury, the employee shall be paid at his current rate of pay including step advancements or pay rate adjustments he would have otherwise received during the absence from his regular duties. If light duty within those restrictions is not available with the City, the employee or officer may be permitted to engage in outside employment within the work restrictions set by the physician due to the duty-incurred injury or illness.
LIGHT DUTY ASSIGNMENTS. Bargaining unit employees who are temporarily unable to perform the essential functions of their position due to a medical condition or injury may be temporarily re-assigned to a light duty assignment for which they can perform the essential job functions. Only up to ten (10) light duty positions will be available. The Sheriff or his designee in his sole and exclusive discretion may increase the number of light duty positions. A bargaining unit employee who refuses a light duty assignment authorized by his or her physician will be ineligible to use any accrued leave or disability benefit to which he/she would otherwise be entitled.
LIGHT DUTY ASSIGNMENTS. A) The City reserves the right, at its sole discretion to assign an Employee to light-duty status consistent with the medical certification contained within the BWC Medco-14 Work Ability Report. The Police Chief will determine light-duty functions to be incorporated into the Light-Duty Assignment Certification Form, which will be attached to and submitted with the BWC Medco-14 form to the medical doctor to assist the doctor in certifying eligibility for light-duty status. Light-duty assignments shall be made in writing to the Employee.
B) In the event that there is a conflict between the Employee’s medical doctor and the City’s medical doctor regarding medically appropriate assignments, a third medical doctor specializing in the injury will determine the Employee’s physical ability. Said third medical doctor shall be selected from a mutually agreed upon list pursuant to the selection process outlined in Section 4 of the On Duty Injury Leave Article.
C) It is expected by the City that work ability forms will only be compiled by the medical doctor based on a current medical examination of the injured Employee. The Employee shall receive a copy of all forms generated from such examinations.
D) The Employee shall, at the option of the Chief of Police, be scheduled for light-duty assignment either on his regularly scheduled shift or on day shift, Monday through Friday. The Police Chief will assign the specific light duty activities consistent with the Light Assignment Duties Certification. The injured employee will not count toward minimum xxxxxxx until returned to full duty. Light duty assignment will be available during the period of on duty injury leave and extension when granted by the Medical Review Board.
E) The employee shall be permitted to schedule physical therapy appointments and to carry-out physical therapy workouts at the Police Station while on the light duty assignment. Scheduling such therapy rehabilitation activities shall be coordinated with the Police Chief.
F) While on light-duty status the employee may take or bank scheduled holiday or vacation time that occurs during the period of light-duty assignment. Use of such vacation time shall cause the 270-day on duty injury leave period to be extended by a number of days equal to the number of vacation days but not to exceed one week. Vacation time taken in excess of one week shall count as part of the 270-day on duty injury leave period.
G) Failure of the Employee to accept the light-duty statu...
LIGHT DUTY ASSIGNMENTS. A. If an employee becomes temporarily disabled from performing his/her regular job, he/she may request a light duty assignment. If Management determines a light duty assignment is available within the employee’s abilities, Management may accommodate the request. When given a light duty assignment, the employee may be assigned different work hours if Management has a reasonable basis to alter such hours. Available light duty assignments will be filled on a first requested, first accommodated basis. Management may re-evaluate the need for light duty work as the needs of the service dictate.
B. An employee requesting a light duty assignment must provide a medical assessment of the employee’s condition which includes a diagnosis and prognosis with work assignment restrictions.
C. An employee who is assigned to light duty shall submit to his/her supervisor regular progress reports from his/her treating medical professional.
