Common use of Light Duty/Transitional Work after IOD Period Clause in Contracts

Light Duty/Transitional Work after IOD Period. An employee incapable of returning to work beyond the one hundred twenty (120) day IOD period shall use accumulated sick leave or any other accumulated paid leave prior to going on an unpaid leave. Should the employee not have any accumulated paid leave available, the employee may apply for lost wages and benefits through the Bureau of Workers’ Compensation. Additionally, the Employer, at its discretion, may require the employee to submit to a fitness for duty exam to ascertain whether or not a light duty/transitional position may be available. Should a fitness for duty exam determine that the employee is capable of performing in a light duty capacity, and the Employer determine that it wishes to offer a light duty position, an offer of light duty may be made to the employee. The light duty assignment will be compensated at one hundred percent (100%) of the employee’s regular hourly rate. It is within the employee’s sole discretion whether or not he wishes to accept the Employer’s offer of light duty. Nothing in this article shall obligate the Employer to offer or create a light duty position for an employee who is unable to return to work after the one hundred twenty (120) day period. This light duty assignment shall end when the employee’s physician certifies that he/she is capable of performing the normal duties of the original position.

Light Duty/Transitional Work after IOD Period. An employee incapable of returning to work beyond the one hundred twenty (120) day IOD period shall use accumulated sick leave or any other accumulated paid leave prior to going on an unpaid leave. Should the employee not have any accumulated paid leave available, the employee may apply for lost wages and benefits through the Bureau of Workers’ Compensation. Additionally, the Employer, at its discretion, may require the employee to submit to a fitness for duty exam to ascertain whether or not a light duty/transitional position may be available. Should a fitness for duty exam determine that the employee is capable of performing in a light duty capacity, and the Employer determine that it wishes to offer a light duty position, an offer of light duty may be made to the employee. The light duty assignment position will be compensated at one hundred seventy-five percent (10075%) of the employee’s regular hourly rate. It is within the employee’s sole discretion whether or not he wishes to accept the Employer’s offer of light duty. Nothing in this article shall obligate the Employer to offer or create a light duty position for an employee who is unable to return to work after the one hundred twenty (120) day initial IOD period. This light duty assignment shall end when the employee’s physician certifies that he/she is capable of performing the normal duties of the original position.

Light Duty/Transitional Work after IOD Period. An employee incapable of returning to work beyond the one hundred twenty (120) day IOD period shall use accumulated sick leave or any other accumulated paid leave prior to going on an unpaid leave. Should the employee not have any accumulated paid leave available, the employee may apply for lost wages and benefits through the Bureau of Workers’ Compensation. Additionally, the Employer, at its discretion, may require the employee to submit to a fitness for duty exam to ascertain whether or not a light duty/transitional position may be available. Should a fitness for duty exam determine that the employee is capable of performing in a light duty capacity, and the Employer determine that it wishes to offer a light duty position, an offer of light duty may be made to the employee. The light duty assignment position will be compensated at one hundred percent (100%) of the employee’s regular hourly rate. It is within the employee’s sole discretion whether or not he wishes to accept the Employer’s offer of light duty. Nothing in this article shall obligate the Employer to offer or create a light duty position for an employee who is unable to return to work after the one hundred twenty (120) day initial IOD period. This light duty assignment shall end when the employee’s physician certifies that he/she is capable of performing the normal duties of the original position.