Light Duty Status Sample Clauses

The Light Duty Status clause defines the conditions under which an employee who is temporarily unable to perform their regular job duties due to injury or illness may be assigned alternative, less physically demanding work. Typically, this clause outlines the process for evaluating an employee’s medical restrictions, the types of modified tasks that may be offered, and the duration for which light duty assignments are available. Its core practical function is to facilitate the employee’s continued employment and income during recovery, while also helping the employer manage workplace accommodations and minimize lost productivity.
Light Duty Status. (a) The Employer shall allow Employees to perform light duty when recommended by his or her personal physician for up to a maximum of five (5), eight (8) hour workdays (Monday through Friday, the same hours that City Hall is open to the public) for each original injury or original illness. (b) If the Employee is unable to return to full work duty within the five (5) workdays of light duty and Employee’s light duty status is extended by his or her physician, then the Employee shall be placed on personal illness leave on the sixth (6th) workday and be continued on personal illness leave until released by his or her personal physician to full active duty. (c) The Employee shall provide the Employer with a doctor’s slip stating his or her restrictions and expected length of time that the Employee will be on light duty status. (d) The Employer shall assign the Employee to first shift duties during the five (5) eight (8) hour workdays of light duty. (e) The Employee shall be ambulatory and in uniform during the five (5) workdays of light duty. (f) Paragraph (3) applies only to non-work related illnesses or injuries. Work related illnesses or injuries shall be handled as in the past through the City of Owosso’s Workers Compensation provider. (g) Nothing in paragraph (3) shall be construed to limit either the Employer’s or the Employee’s rights and obligations under the Family and Medical Leave Act, The Americans with Disabilities Act, and/or the Michigan Person’s with Disabilities Civil Rights Act.
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Light Duty Status a. The Employer shall allow Employees to perform light duty when recommended by his or her personal physician for up to a maximum of five (5) eight (8) hour workdays (Monday through Friday, the same hours that City Hall is open to the public) for each original injury or original illness. b. If the Employee is unable to return to full work duty within the five (5) workdays of light duty and the Employee’s light duty status is extended by his or her physician, then the Employee shall be placed on personal illness leave on the sixth (6th) workday and be continued on personal illness leave until released by his or her personal physician to full active duty. c. The Employee shall provide the Employer with a doctor’s slip stating his or her restrictions and expected length of time that the Employee will be on light duty status. d. The Employer shall assign the Employee to first shift duties during the five (5) workdays of light duty. e. The Employee shall be ambulatory and in uniform during the five (5) days of light duty. f. Paragraph
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Light Duty Status. If, as a result of a service or non-service connected injury or illness, an officer is temporarily disabled and unable to efficiently perform the duties of his/her position, but is able to efficiently perform the duties of some other position within the department which is compatible with the officer’s skills and abilities, then the Chief of Police or City Manager may refer the employee for placement in such departmental position for a period not to exceed one year. Upon approval of the Chief of Police or City Manager, the employee may be so employed within his/her medical/physical restrictions. Such assignment shall be called light duty.
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Light Duty Status. 1. The Employer shall allow Employees to perform light duty when recommended by his or her personal physician for up to a maximum of five (5) workdays for each original injury or original illness. 2. If the Employee is unable to return to full work duty within the five (5) workdays of light duty and Employee’s light duty status is extended by his or her physician, then the Employee shall be placed on personal illness leave on the sixth (6th) workday and be continued on personal illness leave until released by his or her personal physician to full active duty. 3. The Employee shall provide the Employer with a doctor’s slip stating his or her restrictions and expected length of time that the Employee will be on light duty status. 4. The Employer shall assign the Employee to first shift duties during the five (5) workdays of light duty. 5. The Employee shall be ambulatory and in uniform during the five (5) workdays of light duty. 6. Paragraph
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Light Duty Status. Where the Employer determines it feasible, the employees who are temporarily unable to perform their regular assigned duties because of illness or injury, but who are capable of returning to or remaining in a light duty status, may be detailed to work assignments compatible with their physical condition.
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Light Duty Status. 1. The Employer shall allow Employees to perform light duty when recommended by his or her personal physician for up to a maximum of five (5) workdays for each original injury or original illness. 2. If the Employee is unable to return to full work duty within the five (5) workdays of light duty and the Employee’s light duty status is extended by his or her physician, then the Employee shall be placed on personal illness leave on the sixth (6th) workday and be continued on personal illness leave until released by his or her personal physician to full active duty. 3. The Employee shall provide the Employer with a doctor’s slip stating his or her restrictions and expected length of time that the Employee will be on light duty status. 4. The Employer shall assign the Employee to first shift duties during the five (5) workdays of light duty. 5. The Employee shall be ambulatory and in uniform during the five (5) days of light duty. 6. Paragraph (g) applies only to non-work related illnesses or injuries. Work related illnesses or injuries shall be handled as in the past through the City of Owosso’s Workers Compensation provider. 7. Nothing in paragraph (g) shall be construed to limit either the Employer’s or the Employee’s rights and obligations under the Family and Medical Leave Act, The Americans with Disabilities Act, and/or the Michigan Handicappers Civil Rights Act.
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Light Duty Status. If, as a result of a service or non-service connected injury or illness, an employee is temporarily disabled and unable to efficiently perform the duties of his/her position, but is able to efficiently perform the duties of some other position within the City which is compatible with the employee’s skills and abilities, then the Department Head or City Manager may refer the employee for placement in such departmental position for a period not to exceed three (3) months. Upon approval of the Department Head or City Manager, the employee may be so employed within his/her medical/physical restrictions. Such assignment shall be called light duty. Light duty assignment shall have the following restrictions: • Light duty shall not be used to displace all or part of a full-time position within the department; • Only one person in a department shall be on light duty at any point in time with the Department Head or City Manager given full discretion as to whom will perform the light duty work, and the Union shall have no recourse through the grievance procedure to challenge this decision; and • An employee must have at least one (1) year of City service to be eligible for light duty assignment.
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Related to Light Duty Status

  • Entity Status The Parent and each of the other Credit Parties (i) is a Person duly organized, constituted and validly existing (or the functional equivalent) under the laws of the jurisdiction of its formation, has the capacity to sue and be sued in its own name and the power to own and charge its assets and carry on its business as it is now being conducted and (ii) is duly qualified and is authorized to do business and is in good standing (or the functional equivalent) in each jurisdiction where the ownership, leasing or operation of its property or the conduct of its business requires such qualifications except for failures to be so qualified or authorized or in good standing which, either individually or in the aggregate, could not reasonably be expected to have a Material Adverse Effect.

  • Light Duty Where the injured employee's treating physician authorized by the County recommends light-duty assignment, it will be the responsibility of the appointing authority to arrange suitable light duty. Department of Human Resources may provide staff technical assistance to find a suitable light-duty assignment, one which accommodates the particular restrictions provided by the treating physician.

  • Pay Status An aggrieved employee and the Union Delegate shall be in a pay status during those working hours in which a grievance, a grievance mediation, or an arbitration hearing is held. Release time for additional employee representation shall be subject to approval by the Labor Relations Officer or designee when a group grievance is filed.

  • Reporting Company Status The Company is a corporation duly organized, validly existing and in good standing under the laws of the State of Nevada, and has the requisite corporate power to own its properties and to carry on its business as now being conducted. The Company is duly qualified as a foreign corporation to do business and is in good standing in each jurisdiction where the nature of the business conducted or property owned by it makes such qualification necessary other than those jurisdictions in which the failure to so qualify would not have a material and adverse effect on the business, operations, properties, prospects or condition (financial or otherwise) of the Company. The Company has registered its Common Stock pursuant to Section 12 of the Securities Exchange Act of 1934, as amended (the “Exchange Act”).

  • Company Status The Company is a corporation duly formed and validly existing under the general laws of the State of Maryland, with all requisite power and authority to enter into this Agreement and to carry out its obligations hereunder.