LIGHT DUTY PROGRAM. The purpose of this light-duty program is to minimize the loss of productive time, while at the same time reintroduce the employee to work to prevent deterioration of skills, facilitate recovery, and reduce income loss. Light-duty assignments will be structured so employees are not placed in a duty status that would aggravate or cause a reoccurrence of injury or illness. Light-duty assignments will not be made unless the employee receives medical clearance from the treating physician to return for light-duty work. If applicable, this program shall be coordinated with appropriate workers’ compensation benefits so that benefits are provided at the level not less than those mandated by state law.
LIGHT DUTY PROGRAM. The parties agree to implement a mandatory light duty work program. The program will be administered by the Fire Chief.
LIGHT DUTY PROGRAM. The Employer may establish a light-duty program for employees who are on worker's compensation leaves. In such instances, an employee may be called back at such time as the treating physician releases the employee for work subject to restrictions and may be assigned work which is in compliance with the limitations and restrictions placed upon the employee pursuant to the release from the treating physician. The employee may be assigned work for less than a full day. The employee shall be paid at their current hourly rate of pay for all hours worked, and the balance of their hours shall be paid under applicable worker's compensation or disability programs.
LIGHT DUTY PROGRAM. The following light duty program has been agreed to by the Company and Union (collectively, the “Parties”). This program is effective immediately. This program does NOT include any employees off on A&S. When an employee is placed on restrictions due to a work-related injury or illness, then a company representative and union representative will mutually agree to the tasks the employee may perform upon returning to work under this light duty program. • Employees off work on workers compensation will have their workers compensation hours contribute towards their vacation eligibility. • The Parties agree to follow CBA language for light duty work to be compensated at the employee’s current rate of pay (Article 6 C). Must be on the qualification list. One exception is light duty employees would be allowed to record information from work/sales orders onto the daily work sheets. • Medication restrictions are to be specific to written instructions from the medical professional; if there are no doctor specifications, then refer to any prescription side effect warnings. If the employee has medication that says “may cause drowsiness” and states to the company that the medication has made him drowsy, or states he is in pain from the injury/illness, the employee may remain in the cafeteria until end of shift. (The employee will remain in the cafeteria and will not go out onto the floor or otherwise interfere with normal operations/production, nor will the employee be allowed to be on the phone or smoke or perform any other actions the employee would normally not perform if working). The employee may return the next scheduled workday on light duty. If the employee is unable to work his shift due to complications from injury/illness, then the employee would need to go back to the doctor for follow up evaluation, no points, no pay. If the employee is unable to work due to dizziness from medication (as listed as a side effect), the employee may call in (per CBA call in procedure), no points no pay. Continued complications from the injury/illness or medication will warrant a return to the doctor by the employee. • The company will offer the employee on light duty the option to workday shift M-F 7a-3p if employee prefers. Otherwise the employee can stay on his normal shift. • Light duty is restricted to 40 hours a week, or normal EOWEO hours. Lack of work still applies. • If the plant goes without a lost time accident for a rolling three months, Option 1: Safety incentive p...
LIGHT DUTY PROGRAM. Injured employees who are unable to work at their regular job may be referred to a "work hardening center" for evaluation of their disability and their abilities. With medical approval, injured employees may return to a different position with no loss of pay or benefits if the City determines that a light duty position can be temporarily created.
LIGHT DUTY PROGRAM. (Revised 1994)
LIGHT DUTY PROGRAM. To provide permanent employment for employees who have either been injured at the Memorial Public Hospital, are collecting benefits and, as a result, will never be able to return to their former position due to the physical disability which has ensured or employees who, due to an illness, will not be able to return to their former position.
LIGHT DUTY PROGRAM. ⚫ Employees on the Light Duty Program will be paid the current rate of their job. . Procedure No. No.1 ⚫ Persons on the Light Duty Program will not be offered any overtime. ⚫ The employee returns to their regular shift and duties as soon as the employee is deemed medically fit. ⚫ Employees on Light Duty are considered, as per the collective agreement, to be an active employee.
LIGHT DUTY PROGRAM. 26.1 The University and the Union agree to establish a Light Duty Work Program in a deliberate effort to return employees on approved leave due to illness or injury to productive employment as early as medically possible.
26.2 The components of the Light Duty Work Program include:
a. Temporary alternate work will be provided on a case-by-case basis.
b. The employee’s job duties and responsibilities will be modified to be consistent with the injured employee’s physician and or independent medical examiner’s medical documentation of restrictions.
c. Upon receipt of the employee’s medical clearance the injured employee’s Supervisor, and the Disability Claims Unit will evaluate any restrictions, as determined by the employee’s physician and then research opportunities for an appropriate temporary alternate work assignment. Such temporary alternative duties may include the employee’s regular duties but on a reduced hours basis or alternative work assignments on a full or part-time basis. Employees participating in the Light Duty Program are required to accept any available alternate work assignment for which they are qualified and medically able to perform. If an employee refuses an alternative work assignment or if there is no temporary alternate work available, the employee will be instructed to return to work when such work exists or full-duty is possible, whichever comes first.
d. Candidates for temporary alternate work assignments must be cleared medically for such assignments. Temporary alternate work will not last any longer than one hundred twenty (120) consecutive calendar days. Upon completion of a temporary alternate work assignment an employee shall either be returned to full duty status or returned to their former workers’ compensation status.
e. Alternate work assignments shall be restricted to work performed in and by the employee’s bargaining unit.
f. Employees participating in such alternate work assignment shall be compensated at his/her regular hourly rate of pay for all hours worked.
LIGHT DUTY PROGRAM. It is agreed that employees who are unable to perform the usual and customary duties of their classification as a result of an occupational injury or illness may be considered for a temporary light duty assignment outside of the bargaining unit. Employees will be evaluated on a case-by-case basis, depending on their medical limitations, available jobs and skill requirements. Not every employee that is injured on the job will be suited for a light duty assignment. The selection of employees for the light duty program will be at the sole discretion of the Company. Employees participating in the light duty program will be subject to the following conditions:
