Common use of LIGHT DUTY ASSIGNMENTS Clause in Contracts

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. (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. (a) EMPLOYEES 1. When employees suffer work-related injuries, modified or light-duty assignments minimize lost time and may serve to facilitate the transition back to the employee's regular duties or full-time work. 2. Within the parameters of these provisions, the District shall offer such employees this kind of temporary assignment. 3. Modified or light-duty assignments shall be designed to accommodate medical restrictions specified by the employee's physician. They may include work in the same job classification or a different job classification at the employee's regular salary rate. 4. Modified or light-duty assignments are intended to address short-term medical restrictions and will normally extend for less than eight weeks duration. These assignments shall not be used as a means to establish new assignments or displace other employees. 5. Any employee who have experienced suffers a Worker's Compensation work-related injury and who have been evaluated and released by shall provide the district with medical verification of his/her physical condition. Unless the treating physician provides 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 full release from work, the employee may be considered eligible for a temporary LIGHT DUTY assignments by the DISTRICT’s Workers Compensation Department and/or Human Resources, modified 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 offlight-duty status pending a review by the Business Office. (iii) assignment. If the treating physician does not allow specify work restrictions, the injured EMPLOYEE District may contact the physician to see if modified or light-duty work might be appropriate. 6. The District shall meet with the employee and his/her supervisor to determine whether the employee can return to his/her regular job with the medical restrictions specified by the physician. 7. If the employee is not able to return to his/herher regular job with restrictions, the District shall seek a temporary, modified or light duty assignment for the employee. 8. Employees who are given such assignments shall receive written notification of the assignment. 9. If no temporary modified or light-duty assignment can be found, the employee will be placed on temporary disability, sick leave, or other available leave to the extent available until an appropriate position within the medical restrictions is found, or until the medical restrictions are lifted. 10. The District shall also monitor the status of any employee for whom the physician provided a full release from work to see if the employee could return to a temporary modified or light-duty assignment at a later date. 11. Employees offered temporary, modified duty assignments may elect to use their personal/illness leave in lieu of performing in a temporary, modified duty assignment. Refusal to perform temporary modified duty, under certain circumstances, may be considered job abandonment and result in termination. If an employee rejects a temporary, modified or light-duty assignment, this refusal may provide a basis for terminating temporary disability benefits. The District shall monitor all modified and light-duty assignments and may contact the physician for assistance in determining when the employee is ready to resume his/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 performregular duties.

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 dutiesof 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.