Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments to light duty are to be made at the discretion of the Board and subject to the following criteria: 1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit. 2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit. 3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position. 4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days. 5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement. 6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding. 7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher. 8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime. 9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. Light Duty assignments A. Employees may request to be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments assigned to light duty are work, or at the Fire Chief’s request, may agree to work a light duty assignment. It is solely at the Chief’s discretion, if light duty is available. A light duty job will not be created if the work does not exist. Requests may be made at any time during the discretion of sick leave period; and if the Board and subject doctor will certify that the member is able to the following criteria:
1. If available, return to light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. Howeverduty, the employee shall remain a member of the bargaining unit.
2return to work. If light duty is unavailable within the disabled employee's department, the Board may assign the Once an employee returns to light duty in other locations within the District boundaries unless the parties agree otherwise. Howeverduty, the employee shall remain a member may not rescind his/her acceptance of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation assignment except upon written direction of their physician indicating that the employee will be able to should no longer perform the light duty assignment, or that the employee can return to his/her full-time regular positionduties.
4. B. Light duty assignments are of temporary duration only, do not create a position of employment, and shall are not exceed 180 calendar days unless renewed to be considered permanent. Only full-time, regular employees of the Xxxxxx Fire Department are eligible for light duty assignments. The determination as to whether light duty work exists and the assignment of personnel rests solely with the Fire Chief or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position designee.
C. Light duty assignments will be provided pursuant restricted to work approved by the employee’s treating physician in writing and to work directly related to the terms and conditions of Fire Department. The employee shall provide the bargaining unit agreementFire Department with a release from the employee’s treating physician detailing work restrictions while on light duty as well as a projected date for return to full-time duty.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. D. Employees assigned to light duty which is will not be scheduled to work in excess of a forty (40) hour work week and shall not be considered part of the responding duty staff. The number of hours will be agreed to between the employee and the Fire Chief. The work schedule for personnel assigned to light duty will be Monday through Friday from 8:00 a.m. to 5:00 p.m. with a one (1) hour break for lunch. If both the Fire Chief and the affected employee agree, an alternate flexible work schedule may be arranged that totals the number of hours offered by the Fire Department for the work week. The work week will be defined as Sunday through Saturday. Meal breaks during a light duty assignment will not count as compensated hours of work.
E. Non-duty Connected
1. If hours are less than forty (40) per week, the employee shall use sick leave or other leave time to make up the difference between forty (40) hours and the time actually worked. The employee shall continue to receive his/her normal work regular salary while working a light duty assignment, and shall continue to receive all benefits.
2. While working light duty, the employee may observe all Fire Department holidays by using accrued holiday leave time or vacation leave time at their daily rate.
3. Xxxxx Days scheduled prior to and occurring during a light duty assignment shall receive reasonably necessary training be forfeited by the employee.
4. Employees shall utilize sick leave to attend medical appointments during scheduled work hours and assistanceshall notify their supervisor as far in advance as possible of medical appointments.
F. Duty connected benefits and light duty shall comply with the provisions of RCW 41.04.500 through RCW41.04.530.
G. This article shall not be in derogation of any rights the employee may have under applicable state or federal law.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' ’ compensation benefits benefit for injuries sustained while working for Grand Rapids Public Schools the District and who are temporarily unable to perform the essential functions of their his/her regular position. Assignments to light duty are to be made at the discretion of the Board District and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's ’s department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unitunit or the Association.
2. If light duty is unavailable within the disabled employee's ’s department, the Board District may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwisedepartments. However, the employee shall remain a member of the bargaining unitunit member or the Association.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board District up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreementthis Agreement.
6. Light duty positions are utilized at the discretion of the Board District and are not open for bids. However, the Board District must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits, including accumulated leave days, personal business days and vacation days. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their his/her workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. Light Duty assignments The intent of this provision is to return to work as soon as is medically possible employees who are affected as set forth in the above paragraph. Further, the parties understand that “light duty” refers to duty other than normal outside patrol duties and that it is not the intent that said light duty is to be of a “make work” nature. An injured employee or an employee or an employee who is temporarily disabled in any circumstance where the employee is not confined to their home and where the employee is determined capable of performing light duty assignments, may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable required to perform the essential functions of their regular position. Assignments to work light duty are to be made at the discretion of the Board and subject to status, providing the following criteriaconditions exist:
1. If available, Capability to perform light duty will shall be assigned within the disabled employee's department and from duties customarily performed determined by the departmentemployee’s physician and the Employer’s physician. If they fail to agree, then a third physician, a specialist in the area of the injury, mutually agreeable to the employee’s physician and the Employer’s physician shall examine the subject employee and the opinion of the third physician shall be conclusive on the parties. The Employer shall pay for the cost of the examination. However, the Employer and/or the Union shall have the right to have said determination reviewed by a single arbitrator in accordance with the arbitration provisions set forth in this agreement. In the event a dispute arises as to whether the employee can perform light duty, the employee shall be allowed to remain out of work until such time as a member of the bargaining unitfinal determination has been rendered.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee Prior to reporting to light duty in other locations within the District boundaries unless the parties agree otherwise. Howeverduty, the employee shall remain a member must be informed in writing of the bargaining unittype of work they shall be assigned to perform. This written notice must be provided to the employee prior to the examination by the impartial physician referred to in subparagraph 1 preceding. Said employee cannot be required to perform any task or duty not enumerated in the light duty job description provided in writing by the Employer to the employee.
3. Light duty will The employee must be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular positiongranted time off for doctor’s visits or therapy.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed in no way further impair the employee’s recovery or extended by aggravate the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6employee’s injury. Light duty positions are utilized at will include desk clerk, administrative duties as assigned by the discretion Employer or their designee and other similar light or clerical tasks in accordance with a doctor’s recommendation or the employee’s physical limitation, within the essential job functions of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and biddingemployee.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. Light Duty assignments If an employee is injured or recuperating and cannot perform normal duties, the City may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable make a fire-related light duty assignment, if the City determines such assignment is in its best interests, such light duty work is available, if the employee is medically able to perform the essential functions of their regular position. Assignments to such light duty are to be made at the discretion of the Board duty, and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain provided there is a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation reasonable expectation that the employee will be able to return to his/her regular position.
4assume full duties and responsibilities within six (6) months. Light Except as otherwise provided below, light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5be on a thirty-seven-and-one-half (37.5) hours work schedule in accordance with Section 9.12. Upon recovery from disabilityFor employees with off-the-job injury/illness, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant in addition to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. Howeverabove conditions, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for employees may only request light duty and will not be subject to posting and bidding.
7after using at least five 24 hour shift days (120 hours) of sick leave. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn Employees who have less than 5 days (five 24-hour shift days or 120 hours) of sick leave must use the rate of pay of the position hours they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned have before requesting light duty. Regular employees Employees may only request light duty for up to 90 calendar days at which time an extension may be granted by the Fire Chief or his designee. All bargaining unit members will receive equal consideration in the department application of this Section. There shall be given first opportunity no loss of sick pay while an employee is on light duty unless the employee chooses to use sick leave to take off for overtime.
9illness from his light duty assignment, at which time 8 hours of sick time will be deducted for each light duty day missed. An employee assigned to work light duty on a 37.5 hour schedule will report to Fire Department Headquarters on the day he is directed and will work the hours of 0830 to 1700 (8:30 a.m. to 5 p.m.) with the exception of Saturday, Sunday and City Holidays. The Fire Chief may assign an employee on light duty to a 24/48 restricted duty schedule. The Fire Chief or his designee will make that determination based upon the illness/injury of the employee, medications being taken, office projects that need to be completed and the qualifications of the employee making the request. A member’s assignment to a 24/48 hour or 37.5 hour light duty schedule may be altered by the Fire Chief or designee. Employees who are assigned a 24/48 hour restricted duty schedule will work a shift and will follow the standard 24/48 hour schedule including Xxxxx Days and taking their vacation days. Nothing herein shall be construed to require the City to create light duty assignments for an employee, or to provide light duty work when such assignments may be available. Employees will only be assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training assignments when the City in its discretion determines that the need exists and assistanceonly as long as such need exists.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. Light Duty
a) Temporary light duty assignments may will be utilized for granted to employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and in the department who because of injury, illness or disability are temporarily unable to perform the essential functions of their regular position. Assignments to light duty assignments, but who are to be made capable of performing alternative duty assignments.
b) Light duty assignments are granted at the discretion of the Board Chief of Police, and subject should not be considered an employee’s benefit or right. Eligible employees may be assigned to the following criteria:
1. If available, work in a light duty capacity when it meets the needs of the department, and when it is approved by the employee’s attending physician. In the event that a light duty assignment causes undue hardship as a result of the reassignment from normally assigned shifts, the impacted officer is to notify the Chief to consider whether an alternative option is available.
c) Employees who qualify for light duty assignments must be under the care of a licensed physician and be capable of performing light duty without undue risk of substantial harm to themselves of others.
d) No existing job position within the department will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unitused exclusively for employees on light duty.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. e) Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed may be changed or extended by modified at any time upon the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions approval of the bargaining unit agreement.
6. Light duty positions are utilized recommending physician, at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and biddingChief of Police.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned f) Assignment to light duty which is shall not part affect an employee’s pay, opportunity for promotion or other employee benefits. Overtime shifts will be assigned if attending physician specifically approves it.
g) Employees on light duty are prohibited from working for compensation elsewhere, without prior written approval of his/her normal work assignment the Chief of Police. Other job opportunities cannot be unreasonably withheld or denied by the Chief if the job does not conflict with Light Duty status.
h) Light duty assignments will be for a limited duration, normally not to exceed a six-week period and shall receive reasonably necessary training and assistance.not be unreasonably withheld by the Chief. ARTICLE X
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. Section 55.1 When an employee becomes physically incapacitated (due to a non-duty related injury or illness) from the performance of normal duties of his/her position as determined by the appropriate
Section 55.2 If the employee is unable to perform their normal duties as determined by a medical authority, the employee may request to be temporarily placed into a light 'duty assignment, if one is available, for a period of time not to exceed three (3) months. Depending upon the facts in each individual case, the Municipal Administrator may extend the temporary light duty opportunity for not more than three (3) additional months. Employees are required to request consideration for a light-duty work assignment themselves. In order to be considered for a light-duty assignment, employees will be required to provide current, unexpired documentation from the employee's physician(s) specifying the type of work duties that the employee may perform or not perform.
Section 55.3 The department head or his designee shall decide on a case-by-case basis if there are light duty work assignments available that fall within the restrictions that the employee has been placed under by his/her physician(s). The distribution of light duty assignments and/or refusal to establish a light duty assignment is solely the decision of the department head or his designee, and such decisions shall not be grievable.
Section 55.4 If no light duty assignments are available then the employees must remain off work pursuant to a release from their physician(s) that they can perform their full duties or until such time as a light duty assignment occurs which meets the physical restrictions/limitations of that employee. During this period of time the employee will have to use other accrued leave time, such as vacation, and compensatory time, in order to remain in a paid status.
Section 55.5 Light Duty duty assignments for work-related illnesses and injuries shall take precedence over non-duty related illnesses and injuries. An employee, who is working in a light duty capacity because of a non-work-related illness or injury, may be utilized for employees receiving workers' compensation benefits for injuries sustained while displaced from that light duty assignment if the City needs to place another employee, who has a valid work-related illness or injury, into a light duty/transitional work assignment.
Section 55.6 Prior to any employee being temporarily placed into a light duty because of an off-duty injury or illness, the employee must provide to the City proper medical documentation signed by their physician(s) that confirms the specific listing of the physical restrictions under which the employee is released to work and that the light duty assignment meets those restrictions. The purpose of this documentation is to ascertain if the employee is physically capable of performing the duties required of the light duty position. While working for Grand Rapids Public Schools and who are temporarily in a light duty capacity the employee must provide to the City regular updated medical documentation from their physician(s) listing any changes to the current physical restrictions under which the employee is released to work.
Section 55.7 If at the end of light duty assignment and/or complete exhaustion of all accumulated leave time and/or Family Medical Leave the employee is still unable to perform the essential functions of their regular position. Assignments to light duty are to be made at the discretion of the Board and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from normal duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work position, an extension of the light duty assignment shall receive reasonably necessary training will not be granted and assistanceemployment with the City may be terminated.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
Light Duty. (a) Purpose. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools duty positions are designated by the Department and who are temporarily exist solely to enable incapacitated sworn personnel to perform departmental functions although unable to fully perform their normal assignments.
(b) In each fiscal year of this contract, a minimum of twenty-seven positions or the essential functions numerical equivalent of their regular three percent (3.0%) of the bargaining unit, whichever is greater, shall be designated as light duty positions.
(c) The Commissioner within one month after legislative approval of this contract shall designate the light duty positions for the remaining portion of the fiscal year. Thereafter, not later than one month prior to the beginning of each fiscal year of this contract the Commissioner shall designate the light duty positions for that fiscal year. The Department shall provide a list of said designated positions to the Union upon request. Except in unusual circumstances employees assigned to the light duty program or otherwise assigned to limited duty assignments shall not be assigned TDY or permanently to vacancies within any specialized unit.
(d) Nothing precludes the Commissioner from increasing the number of light duty positions at any time, at his/her sole discretion, should a special need of the Department exist.
(e) Sworn personnel applying for a light duty position shall do so through the Department's Employee Assistance Program. Placement in a light duty position shall be considered as an assignment to EAP.
(f) Eligibility for a light duty position shall be initially based on the following:
(1) Certification by the treating physician attesting to the applicant's limitation of function or disability. The employee requesting a light duty assignment shall submit
(2) The period of the limitation of function or disability must exceed ninety (90) days.
(3) A designated light duty position exists that the individual is capable of performing.
(g) The Department retains the specific right to question the physical or mental condition of any individual applying for, remaining on, or returning from a light duty position. Assignments Disputes arising out of this sub-section shall be resolved in the manner described in Section One of this Article.
(h) Sworn personnel designated by the parties in a Side Letter to the Agreement shall be given first preference to a light duty position before any other applicants are considered subject to all the provisions of this Section.
(i) For the sole purpose of this Section, incidents of hypertension and heart attacks shall be made considered as occurring on-duty.
(j) On-duty incidents in all instances have priority over off- duty incidents in applying for and/or remaining on a light duty position.
(k) Limitation of function or disability resulting from an off-duty incident will not be considered for a light duty position unless a designated position exists or a special need exists as determined by and at the discretion of the Board and subject Commissioner.
(l) In addition to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments sub-sections herein when there are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held more applicants for light duty positions than designated positions, seniority as sworn personnel shall determine the order of placement and will not be subject to posting and biddingremoval.
7. Light (m) Sworn personnel in a light duty employees shall continue position must take their regular retirement when eligible, or, at their option, disability retirement, if there is another person not eligible for regular retirement in need of a light duty position and no such designated position exists and if no special need has been determined to accrue seniority and benefits. Light duty employees shall earn exist by the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higherCommissioner.
8. No current employee (n) Regular retirement as used in subsection (m) above shall mean twenty (20) years of service as more specifically defined in the retirement agreement between the parties and in the applicable statutes.
(o) Employees in designated light duty positions shall be displaced in whole or in part eligible for overtime as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to such may occur only within their individual light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistanceposition.
Appears in 1 contract
Samples: Bargaining Unit Contract
Light Duty. Light Duty assignments 23.1 No paid leave of any kind shall be continued beyond a total of ten (10) calendar days in the event a physician designated by the appointing authority determines that the police officer is capable of performing limited police duties on either full time of less than full time basis, subject only to the provisions contained herein.
23.2 The Chief shall determine whether a position is available which the police officer is capable of performing and may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable or may not assign him to perform fill the essential functions of their regular positionposition at the Chief’s discretion. Assignments to light limited duty are to tasks may be made changed or terminated at the discretion of the Board Chief subject only to the provisions contained herein. The ten calendar day periods referred to in this paragraph shall include all time due to an injury or any recurrence of the same injury, whether or not continuous.
23.3 Light or limited duty tasks, may include, without limitation: Dispatching, training, general clerical work, crime prevention (e.g., citizen’s assistance and operation ID), assist in property and evidence room, suicide prevention watch, computer operation, supervision (applicable to supervisors only) and any other limited or light duty tasks as assigned by the Chief.
23.4 Most but not all limited or light duty tasks will normally be in-house duties. The chief will make reasonable efforts whenever possible to make assignments of light duty to the same shift as the office is currently assigned, but this cannot be guaranteed. If the police officer is determined by the physician designated by the appointing authority to be capable of returning to limited or light duty and he is assigned to same and he does not report for same and he has not filed a timely appeal hereunder, his pay shall be discontinued and he shall be subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unitdisciplinary action.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee 23.5 Officers assigned to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized may have their schedules changed at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position Chief and/or designee on days they are filling assigned to attend job related court proceedings and/or other job related hearings including meetings and the like in preparation for said proceedings/hearings. Officers on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall scheduled days off while on Light Duty may be displaced in whole or in part eligible to attend court and be compensated as a result of any employee being assigned light duty. Regular employees outlined in the department shall be given first opportunity for overtime.
9contract. Employees Officers assigned to light duty which shall not be prohibited from working overtime in a light duty capacity, subject to medical clearance.
23.6 In the event the individual officer’s personal physician disagrees with the decision made by the physician designated by the appointing authority and believes that the officer is not part capable of returning to limited duty, the officer shall cause his physician to confer with the physician decision by the physician designated by the appointing authority.
23.7 An officer assigned to light duty notwithstanding the continuing disagreement of his personal physician after said conferral with the physician designated by the appointing authority shall have the right, within fourteen (14) calendar days after said conference, to appeal to a third physician designated by the appointing authority shall have the right, within fourteen (14) calendar days after said conference, to appeal to a third physician designated by the two conferring doctors. During the pendency of this appeal, the officer shall comply with the regulation and order upheld in Xxxxxxxxx v. Police Commissioner of Boston, 392 Mass. 550 (1984) as set forth in the Chief’s memorandum of October 10, 2011. The third physician shall render his/her normal work assignment shall receive reasonably necessary training and assistance.decision within seven
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. A. Light Duty duty, modified duty, or alternate duty (‘light duty’) is defined as department related work assignments other than those that require full duty clearance from a physician.
B. Light duty is available for an employee who has suffered an injury/illness in the line of duty or is pregnant, and is unable to work in a full duty capacity because full duty requirements may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable detrimental to perform his/her current condition and/or the essential functions of their regular positionfull recovery from an on the job injury/illness. Assignments The employee shall be allowed to return to work in a light duty are to be made at the discretion of the Board and subject to capacity under the following criteriaconditions:
1. If available, A recommendation in writing from the employee’s treating physician that such employee is cleared to assume light duty will be assigned within work assignments. Notwithstanding the disabled employee's department and from duties customarily performed by the department. However’s physician’s recommendation, the Town reserves the right to have said employee shall remain a member examined at any time to determine whether said employee is fit to return to light duty or full duty. In the event that the opinions of the bargaining unitTown’s physician and the employee’s physician differ, the two physicians shall select a third physician to conduct an examination and render an opinion as to the fitness of the employee to return to light duty or full duty, as defined in 5.07(D). The recommendation of the third physician shall be binding on the parties.
2. If The employee placed on light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member will not be counted as part of the bargaining unitnormal staffing provisions of this Agreement.
3. Light duty will be assigned only to those All employees whose disability is expected to be temporary with the anticipation that the employee will be able who are medically cleared to return to his/her regular positionlight duty shall not be excluded from light duty positions, if suitable work is available, as determined by the EMS Director.
4. Light The light duty assignments are temporary work schedule shall be consistent with administrative work hours, i.e. forty (40) hours per week, Monday through Friday, during normal business hours. The parties may alter the above schedule with the mutual consent of the Town, the employee, and the Union President or Designee. Any such alteration shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar daysbe formal agreed upon in writing.
5. Upon recovery from disabilityEmployees on light duty shall be allowed to keep any scheduled doctor’s appointments, and other necessary appointments (i.e. therapy, testing) related to the employee will return to injury/illness/pregnancy during his/her regular departmentscheduled hours of work on light duty without having to make up time or use leave to attend such appointments, classification and locationso long as time away from work is not deemed excessive by the EMS Director, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions EMS Director is notified in advance of the bargaining unit agreementdate, time, and general duration of such appointments, and has given approval to attend such appointments. Approval shall not be unreasonably denied.
6. Light The employee on light duty positions are utilized at will continue to receive the discretion of the Board same salary and are not open for bids. However, the Board must consult benefits in accordance with the Associationterms of this Agreement, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and biddingas if he/she were working full duty.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments A. Workers’ Compensation Injuries As used in this Section the terms “light duty”, “temporary reassignment”, and “light duty, temporary reassignment” are intended to be interchangeable. In the event an employee is unable to perform their full and normal duties as a result of a compensable workers’ compensation injury, they shall be assigned to "light duty” as authorized to do so by the treating physician, and as available in the department. When assigned to "light duty", the employee shall be assigned to such duties that they are capable of performing in an eight (8) hour day, forty (40) hour week, Monday through Friday schedule. Such light duty for WC-compensable employees shall count towards and not exceed the cumulative 104-week limit described in Article 15, Section 1.A.
B. On Duty, Non-WC Compensable Injured Employees An employee who sustains an on-duty injury not compensable pursuant to Chapter 440, Florida Statutes, or sustains an on duty compensable workers’ compensation injury which is not entitled to indemnity benefits per Chapter 440, Florida Statutes, shall be authorized to be assigned to light duty for a period of up to 90 cumulative days and their status will be reevaluated by a medical care provider selected by the City every 90 days up to a total cumulative maximum of 360 days. After the first 90-day period if the employee is reevaluated and it is determined by the medical care provider that the employee will not be able to return to full duty capacity in position held as a law enforcement officer within a one (1) year period, then the employee will not be eligible for any further light duty assignment. Any time during the 360 cumulative day period if it is determined that the employee will not be able to return to full duty, the employee will not be entitled to any further light duty assignment and may be utilized eligible for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable early retirement or release from employment based upon their inability to perform the essential functions of their regular position. Assignments to light duty are to Temporary reassignments for on-duty, non-WC compensable injured employees shall not be made at the discretion for more than a total of the Board and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit360 cumulative days in any continuous 48-month period.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary C. Off Duty and shall not exceed 180 calendar days unless renewed Non-WC Compensable Injuries or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.Medical Conditions:
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable (a) During the time that an employee’s bona fide illness or injury compensable under the Nevada Industrial Insurance Act precludes him/her from performing the duties of his/her classification, the Employer reserves the right to assign him/her light duty work which is either covered by or outside the scope of this Agreement. If the bargaining unit employee rejects the assignment to perform the essential functions of their regular position. Assignments to light duty are work, or accepts such work and then quits, whether within or outside the bargaining unit, the employee shall be disqualified for benefits under the Nevada Industrial Insurance Act. However, if the bargaining unit employee rejects the assignment to perform light duty work (or accepts such work and then quits), the bargaining unit employee shall not otherwise be subject to discipline and shall continue to be made entitled to leave for which the employee is eligible under Section 13.01(a) of this Agreement.
(1) If the light duty assignment is to work outside the scope of this Agreement, none of the terms of this Agreement shall apply to the employee including, but not limited to, Articles 6, 9 and 21. However, when the Employer states, when issuing any discipline, that it desires the discipline to be effective with respect to the bargaining unit position (when and if the employee recovers sufficiently to return to the bargaining unit job), the employee shall have the right to grieve the discipline under Articles 6 and 21 of the Agreement.
(2) Notwithstanding the provisions of Section 13.05(b)(1), the Employer agrees to make hourly contributions to the HEREIU Welfare Fund on behalf of the employee performing light duty non-bargaining unit work at the discretion applicable hourly rate specified in Article 25 for hours worked on such light duty as long as health and welfare contributions have not been made for such hours under Section 13.01(i). The Employer also agrees to make hourly contributions to the Pension Fund under Article 26 for hours worked by the employee on such light duty work.
(c) If the light duty assignment is for work covered by this Agreement, the following shall apply:
(1) The employee shall be paid while assigned to such light duty the higher of 1) the temporary total disability rate under State law or 2) the hourly rate of the Board and subject to bargaining unit classification in which the following criteria:
1. If available, light duty will be assigned within work is being performed.
(2) The Employer shall assign the disabled employee's department employee to work hours consistent with the needs of the business and from duties customarily performed by availability of light duty work, and without regard to any guarantee of hours or days of work in this Agreement.
(3) Time spent working light duty shall not count as shifts worked for completion of the departmentprobationary period. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department’s shifts worked, the Board may assign the employee before and after assignment to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light dutycombined to complete the probationary period. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.Time spent working Tropicana Resort & Casino 25
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable (a) During the time that an employee’s bona fide illness or injury compensable under the Nevada Industrial Insurance Act precludes him/her from performing the duties of his/her classification, the Employer reserves the right to assign him/her light duty work which is either covered by or outside the scope of this Agreement. If the bargaining unit employee rejects the assignment to perform the essential functions of their regular position. Assignments to light duty are work, or accepts such work and then quits, whether within or outside the bargaining unit, the employee shall be disqualified for benefits under the Nevada Industrial Insurance Act. However, if the bargaining unit employee rejects the assignment to perform light duty work (or accepts such work and then quits), the bargaining unit employee shall not otherwise be subject to discipline and shall continue to be made entitled to leave for which the employee is eligible under Section 13.01(a) of this Agreement.
(1) If the light duty assignment is to work outside the scope of this Agreement, none of the terms of this Agreement shall apply to the employee including, but not limited to, Articles 6, 9 and 21. However, when the Employer states, when issuing any discipline, that it desires the discipline to be effective with respect to the bargaining unit position (when and if the employee recovers sufficiently to return to the bargaining unit job), the employee shall have the right to grieve the discipline under Articles 6 and 21 of the Agreement.
(2) Notwithstanding the provisions of Section 13.05(b)(1), the Employer agrees to make hourly contributions to the HEREIU Welfare Fund on behalf of the employee performing light duty non-bargaining unit work at the discretion applicable hourly rate specified in Article 25 for hours worked on such light duty as long as health and welfare contributions have not been made for such hours under Section 13.01(i). The Employer also agrees to make hourly contributions to the Pension Fund under Article 26 for hours worked by the employee on such light duty work.
(c) If the light duty assignment is for work covered by this Agreement, the following shall apply:
(1) The employee shall be paid while assigned to such light duty the higher of 1) the temporary total disability rate under State law or 2) the hourly rate of the Board and subject to bargaining unit classification in which the following criteria:
1. If available, light duty will be assigned within work is being performed.
(2) The Employer shall assign the disabled employee's department employee to work hours consistent with the needs of the business and from duties customarily performed by availability of light duty work, and without regard to any guarantee of hours or days of work in this Agreement.
(3) Time spent working light duty shall not count as shifts worked for completion of the departmentprobationary period. However, the employee employee’s shifts worked, before and after assignment to light duty, shall remain be combined to complete the probationary period. Time spent working Tropicana Resort & Casino 25 light duty shall not be considered a member break in service when calculating seniority or vacation entitlement.
(4) All Company, House and Departmental rules, subject to Section 23.02 of this Agreement, and all applicable provisions of the collective bargaining unitagreement, subject to the modifications or restrictions set forth herein, shall apply to such employee.
2. If light duty is unavailable within the disabled employee's department(5) Employees shall be prohibited from receiving double benefits or recovery, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms of this Agreement and conditions an action or decision by the Nevada Industrial Insurance Commission, Nevada Department of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light dutyAdministration, or their workers’ compensation rateany other local, whichever is higherstate or federal department, agency or court.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Collective Bargaining Agreement (Manchester Mall Inc)
Light Duty. Light Duty assignments 1. Any employee disabled as a result of a work related injury may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments to offered a transitional work assignment or a temporary light duty are to work assignment if such work is available at the time.
2. The specific duties assigned any such employee shall depend upon the following factors:
a. Restrictions established by a physician selected by the District or approved by a physician of the District's choice.
b. The qualifications, skills, and abilities of the employee,
c. The work requirements of the District at the time.
3. The duration of the transitional work assignment or the light duty work assignment shall be made at determined by the District in light of the nature of the injury, prognosis of the physicians involved and the continuing availability of appropriate work. The number of hours and/or shift of the assignment may be changed in the discretion of the Board and subject District. Assignments will be reviewed from time to the following criteria:
1time to assess their duration. If available, In no event will an employee be in light duty will be assigned within on a permanent basis.
4. The District shall designate a manager to monitor and supervise the disabled employee's department and from duties customarily performed by the departmenttransitional work program.
5. However, the employee shall remain a member The objective of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign program shall be to return the employee to his regular assignment at the earliest possible time with due regard for the safety of the employee.
6. The number of transitional work assignments or light duty assignments will be limited by the available work.
7. Assignments may consist of bargaining unit work, non-bargaining unit work or a combination of the two. Assignments to non-bargaining unit work will not include work normally performed by employees in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unitunits.
38. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the The employee will be able to return to paid at his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the hourly rate of pay and will receive benefits and seniority accrual appropriate to the hours worked or the contractual provisions relative to leave of the position they are filling on light duty, or their workers’ compensation rateabsence, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtimegreater.
9. Transitional work assignments are exempt from the bidding and transfer request provisions of the Agreement.
10. Employees assigned to transitional work or a light duty which is assignment are not part of his/her normal work assignment shall receive reasonably necessary training and assistance.eligible for overtime. IV 23.14 IV-A 23.50 V V-A 25.64 VI-A 27.25 Fireman 20.87 2nd Class 21.10 Chief 21.36 Fireman (Erie Only) .25 per hour adjustment - 2nd shift Fireman (Erie Only) Old Class II - 3rd Shift 21.99 Bus Driver 20.37 Bus Attendant 18.83 AVA Driver - Equipment & Mail 20.37
Appears in 1 contract
Samples: Master Contract
Light Duty. Light Duty assignments Notwithstanding any other provision of this Agreement, the following principles shall apply to an employee on Workers’ Compensation leave.
Section 21.1 The Agency may be utilized for establish a light duty work program designed to provide temporary opportunity to those employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform their normal work assignments due to an on-the-job injury. Recognizing that a transitional return-to-work program offering both physical and mental therapeutic benefits will accelerate the essential functions rehabilitative process of their regular position. Assignments to light duty are to be made at the discretion of the Board and subject to the following criteria:
1. If availablean injured employee, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee work programs are intended to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board enhance workers’ compensation benefits and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will to be held for utilized as a method to take advantage of an employee who has sustained an on- the-job injury.
Section 21.2 Implementation of a light duty work program shall be at the Agency’s option and will not shall be subject in strict compliance with applicable workers’ compensation statutes. Refusal by an employee to posting and bidding.
7accept light duty work, where that employee is otherwise entitled to workers’ compensation benefits, may result in a loss or reduction of such benefits as specifically provided by the provisions of applicable law. Light Employees who work light duty employees assignments shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their be eligible to receive workers’ compensation rate, whichever is higherbenefits as well as other entitlements to the extent permitted by law.
8. No current Section 21.3 The Agency can require such employee shall be displaced in whole to perform light duty work, whether or in part as a result of any employee being assigned light duty. Regular employees not in the department shall be given first opportunity for overtime.
9. Employees assigned employee’s job classification, and whether or not bargaining unit work, during all or a portion of the employee’s workers’ compensation leave from the commencement of the leave if the employee is unable to light duty which is not part of perform his/her normal work but is cleared by the employee’s or the Agency’s physician for light duty work. The availability of any light duty work assignment shall receive reasonably necessary training and assistancebe determined by the Agency in its sole discretion.
Section 21.4 A light duty assignment shall not grant an employee any additional rights to that or any other position.
Section 21.5 While absent from work on workers’ compensation leave or where light duty work is not made available, an employee shall not accrue vacation, sick, personal or other service-related
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments An injured employee, or an employee who is partially disabled in any circumstance where he/she is not confined to their home and where he/she is determined capable of performing light duty assignments, may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable required to work light duty status, provided the following holds true:
a. Capability to perform the essential functions of their regular position. Assignments to light duty are shall be determined by the employee's physician and the Town's physician. If they fail to be made at agree, a third physician mutually agreeable between the discretion parties shall examine said employee and the opinion of the Board and subject to physician so selected shall be conclusive on the following criteria:
1parties. If available, light duty The Town will be assigned within pay for the disabled cost of the examination. In the event that the employee's department private physician and from duties customarily performed by the department. HoweverTown physician cannot agree on a third physician to examine said employee, the employee shall remain be required to be examined at a member Certified Occupational Health Facility with the cost of that examination being paid for by the Town. The results of the bargaining unitexamination at the Certified Occupational Health Facility shall be conclusive on the parties.
2b. Light duty assignments will be defined as clerical work, front office work, the control center, educational or public relations duties. If Cellblock watch shall not be a light duty assignment. The control center could include dispatching. The Town is aware that it may have an obligation to negotiate with the union representing the Dispatchers.
c. No employee shall be required to leave the station while on light duty with the exception of educational or public relations assignments.
d. Prior to reporting to light duty, the employee must be informed of the type of work he/she must do and the shift to which assigned. This must be done before the examination of the impartial physician referred to in subparagraph (a) above. This will aid the doctors in determining if light duty is unavailable within possible.
e. The employee must be granted time off for doctor's visits and therapy.
f. Light duty assignments shall in no way further impair or add to the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unitinjury.
3. Light duty will be assigned g. The policy shall apply only to those employees whose disability where the incapacity is expected to be temporary with and irrespective of whether the anticipation that injury is sustained on or off the employee will be able job. The light duty policy shall apply only to return injuries for which the incapacity for full duty is expected to his/her regular positionexceed one (1) month. In addition, light duty assignments shall not themselves begin within the one-month period except by mutual agreement of the Chief and the employee.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for h. The light duty and policy will not be subject to posting and biddingadministered in a discriminatory or retaliatory fashion.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which i. It is not part the intent of his/her normal work assignment shall receive reasonably necessary training and assistancethis section to in any way circumvent the terms of Massachusetts General Laws.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized 34.1 The purpose of this Article is to provide for employees receiving workers' compensation benefits a light-duty work program for injuries sustained while working for Grand Rapids Public Schools members of the Albany Department of Fire and Emergency Services. It is the intent of the parties that members, injured or taken ill as a result of on or off the job incidents, who are temporarily unable to perform the essential functions of their regular position. Assignments duty but certified by the Department Physician as able to perform light- duty participate in this program.
34.2 It is not the intent of the parties that any positions currently held by full duty personnel be replaced with light-duty personnel, except if a non-job related illness exceed one year in duration in which case the member with the non-job related illness or injury, who is capable of working light-duty, can replace a staff type position only.
34.3 No members shall be assigned to light duty are until certified able to do so by the Department Physician. Such certification shall contain specifications on the particular types of light duty that may be performed or hours to be made worked per day.
34.4 There is hereby created a light-duty reserve pool which shall be located at the discretion Fire Headquarters and which shall comprise those members of the Board Department assigned to light duty with the exception of those members remaining with their original Bid companies pursuant to Section 34.8.
34.5 Members assigned to the reserve pool may bid light- duty positions, and be subject to be detailed to temporary light-duty assignments, using the following criteria:same bidding and detail procedures set forth in Article 8. Examples of the types of light-duty positions intended are B.C. Aide, Repair Shop Aide, Fire Prevention, EMS Assistant and Training Assistant.
1. If available, 34.6 The work schedule of a member assigned to the light duty will reserve pool shall be an eight hour shift per day, Monday through Friday, averaging no more than forty (40) hours per week over the course of a year, except when the Department Physician shall, for medical reasons, restrict the member to a lesser amount of hours worked per day or where the particular position, such as B.C. Aide, requires round the clock staffing. Members who can work a lesser amount than forty (40) hours per week shall be assigned within the disabled employee's department Monday to Friday normal business hour time frame. Members, either line of duty or non-line of duty, who are working a light duty Monday to Friday schedule, shall receive all holidays off and from duties customarily performed by continue to receive holiday pay and all other contractual benefits.
34.7 Members who are injured or ill due to a non-job related injury but certified as able to perform light duty shall be immediately reassigned to the department. Howeverlight-duty reserve pool located at fire headquarters.
34.8 Members who are injured or taken ill due to a job- related injury but able to perform light duty shall for the first forty (40) days of such light duty remain on their regular work schedule with their regular company, subject to the employee shall remain a member right of the bargaining unit.
2. If light duty is unavailable within Chief to detail said members to the disabled employee's departmentreserve pool from 8:00 a.m. to 4:00 p.m., Monday through Friday, that falls on the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her member’s regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5work schedule. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions expiration of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.forty
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments 36.1 In the sole discretion of the Chief, an employee may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments assigned to light duty are following a duty-related injury when released by the Employee’s physician. An employee does not have the right to be made at the discretion refuse a light duty assignment that is a result of the Board and subject to the following criteria:
1a duty related injury. If available, an employee is released for light duty by their physician and refuses the assignment it will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain consider a member of the bargaining unitvoluntary quit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. 36.2 Light duty assignments are of temporary duration only, not to exceed a period of four (4) weeks and shall not exceed 180 calendar days unless renewed or may be extended by the Board up to an additional 180 calendar days.
5four (4) weeks at the direction of the Fire Chief or designee. Upon recovery from disability, At no time will a light duty assignment exceed a period of six (6) months. Light duty does not create a position of employment and is not to be considered permanent. Only full-time employees of the employee will return City of Sunnyside Fire Department are eligible for light duty assignments. The determination as to whether light duty work exists and the assignment of personnel rests solely with the Fire Chief or his/her regular department, classification and location, if available. If unavailable, a comparable position designee.
36.3 Light duty assignments will be provided pursuant restricted to work approved by the Employee’s treating physician in writing and to work directly related to the terms and conditions of Fire Department. The Employee shall provide the bargaining unit agreementEmployer with a release from the Employee’s treating physician detailing work restrictions while on light duty as well as a projected date for return to full-duty.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. 36.4 Employees assigned to light duty which is will not part be scheduled to work in excess of a forty (40) hour work week. The number of hours will be agreed to between the Employee and the Fire Chief.
36.5 Employees may request to be assigned light duty work, or at the Employer’s request, may agree to work a light duty assignment for non-duty related injuries. Requests may be made at any time during the sick leave period. Once an employee accepts light duty, the Employee may not rescind his/her acceptance of the assignment except upon written direction of their physician indicating that the Employee should no longer perform the light duty assignment, or that the Employee can return to full regular duties.
A. If hours worked are less than forty (40) per week, the Employee shall use sick leave or other leave time to make up the difference between forty (40) hours and the time actually worked. The Employee shall continue to receive his/her regular salary while working a light duty assignment, and shall continue to receive all benefits until all leave balances have been used.
B. While working light duty, the Employee may observe all City Holidays by using accrued holiday leave time or vacation leave time at ten (10) hours per day of work. Employees may utilize accrued holiday and/or vacation leave time for time off during their light duty assignment on an hour-for-hour basis as approved by the Employee’s supervisor. Accrual rates for vacation and sick leave will continue at normal shift rates.
C. Employees shall utilize sick leave to attend medical appointments during scheduled work assignment hours and shall receive reasonably necessary training and assistancenotify their supervisor as far in advance as possible of medical appointments.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments Section 1. Employees may suffer injuries or illnesses which temporarily prevent them from performing the full range of the essential functions of their assigned positions. However, they may be utilized able to work a restricted duty assignment. All employee requests for employees receiving workerslight duty must be accompanied by a physician's statement describing the specific restrictions being placed on the employee's activities. This physician's statement must also state that light duty work is appropriate given the employee's condition. The Department may assign such duties as the health and condition of the involved employee permits. Employees injured on duty are also eligible to receive Workers' compensation Compensation and on duty injury benefits for injuries sustained while working for Grand Rapids Public Schools in accordance with state law and provisions contained elsewhere in this Agreement.
Section 2. Employees who are temporarily unable to perform full duty, regardless of whether the essential functions of their regular position. Assignments to injury occurred on duty or offduty, may request light duty are to assignments through their Chain of Command. Light duty assignments will be made at through the discretion Office of the Board Police Chief and subject may be mandated by management if light duty work isavailable. First preference for light duty assignments shall be given to employees who have been injured on the following criteria:
1job, followed by seniority based upon the employee's hire date. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed work is not available as determined by the department. HoweverPolice Chief or designee, the employee shall remain a member of the bargaining unitnot be permitted to work but may utilize whatever benefit, if any, is appropriate (e.g., accrued annual leave, accrued sick leave, Workers' Compensation, etc.
2). If light duty work is unavailable within the disabled employee's department, the Board may assign available and the employee chooses, as permitted by the Family Medical Leave Act, not to work light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member case of the bargaining unit.
3. Light an on-duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disabilityinjury, the employee will return not receive Workers' Compensation pay or on-duty injury benefits but may use the appropriate accrued leave, or leave without pay if the employee has no accrued leave. It will be the responsibility of the employee to his/her regular department, classification and locationmaintain their benefits once accrued leave has been exhausted or is not available.
Section 3. The opportunity to work light duty, if available. If unavailable, shall be afforded to a comparable position will be provided pursuant to sworn officer who has suffered an on-duty injury as the terms and conditions result of one of the bargaining unit agreement.following:
6. Light duty positions I) Exposure to hazardous substances such as HBV and HIV-contaminated materia or chemicals which are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.known carcinogens; or
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may duty positions, if available, will be utilized provided for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily sergeants unable to perform the essential functions work because of their regular positionillness, injury and/or other medical need, as discussed below. Assignments to light duty are to be made at the discretion of the Board and subject to the following criteria:
1. If available, light Light duty will be assigned within provided on a “first-come, first-served” basis. When a request for light duty is made, the disabled employee's department Village will evaluate across all departments if any light duty is available that matches the sergeant’s medical restrictions and from duties customarily performed ability to complete the light duty task. If a light duty assignment meeting these criteria is not available at the time of the request, the Village will review the availability of light duty across all departments on a monthly basis, and offer it if at a later date it becomes available. Light duty is not a permanent job assignment and shall only be granted for a medical condition that is reasonably expected to last no longer than six (6) months calculated by consecutive calendar days or less if the employee is released for full duty. Sergeants must present proper medical documentation of medical restrictions showing they are able to work light duty. The Police Chief or their designee can refer the sergeant to see a Village authorized doctor to verify restrictions for duty with the cost of the doctor visit being borne by the department. However, the employee shall remain a member of the bargaining unit.
2Village. If light duty is unavailable available and the employee receives medical clearance to work, they are expected to work light duty within their medical restrictions. The Police Chief or their designee has the disabled employee's department, the Board may discretion to assign the employee to light duty in other locations within sergeant to specific duties based on the District boundaries unless the parties agree otherwise. However, the employee shall remain a member needs of the bargaining unit.
3Village. Light Any requests by a pregnant sergeant for an assignment to a non-hazardous duty will position shall be assigned only to those employees whose disability is expected to be temporary with governed under the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions applicable provisions of the bargaining unit agreement.
6Illinois Human Rights Act. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and Seniority will not be subject to posting and bidding.
7used in the filling of light duty provisions. Light duty employees shall continue to accrue seniority and benefitsThe thirty (30) day notice regarding change in shifts will be considered automatically waived. Light duty employees shall earn the rate of pay Regardless of the position they are filling on light dutyunit of temporary assignment, or their workers’ compensation ratethe uniform of the day will be worn unless unable to medically do so. In the event that the sergeant’s medical restrictions continue after the six (6) months maximum, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training will be terminated and assistancethe Sergeant will be required to explore other options.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may The Employer reserves the right to assign employees to work in light duty in classifications that are covered and excluded from the terms of this Agreement, during the time that an employee's bona fide illness or injury compensable under the Nevada State Industrial Insurance Act precludes him/her from performing the duties of his/her classification. The employee shall be utilized for employees receiving workers' compensation benefits for injuries sustained paid either the temporary total disability rate mandated by the SIIS while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments assigned to light duty are excluded from this Agreement, or the appropriate rate for the classification if the employee is assigned to be made at perform bargaining unit work, unless the discretion appropriate rate for the classification is less than the temporary total disability rate mandated by the SIIS, in which case the temporary total disability rate will apply. The Employer shall assign the employee to work the shift and hours consistent with the need of the Board business and subject to the following criteria:
1. If available, availability of light duty will work, and without regard to restrictions upon a weekly guarantee. In any event, employees assigned light duty work shall be assigned within paid at least the disabled employee's department and from duties customarily performed temporary total disability rate required by Nevada Law. Time spent working light duty shall not count as shifts worked for completion of the departmentprobationary period. However, the employee's shifts worked, prior to the after assignment to light duty, shall be combined to complete the probationary period. Time spent working light duty shall not be considered a break in service when calculating seniority or vacation entitlement. If the bargaining unit employee shall remain a member rejects the assignment to perform light duty work, whether within or outside of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain be subject to disqualification of benefits under the SIIS. However, if the bargaining unit employee rejects the assignment to perform light duty work, the bargaining unit employee shall not otherwise be subject to discipline and shall continue to be entitled to leave for which the employee is eligible under 9.01. In the event a member of bargaining unit employee is assigned and accepts light duty work within the bargaining unit.
3, all applicable provisions of the Collective Bargaining Agreement, subject to the modifications and restrictions set forth herein, shall apply to such employee, including accrual of seniority, and grievance and arbitration. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disabilityIn addition, the employee will return shall comply with all Company, House, and Departmental rules to his/her regular departmentthe extent required under Section 12.02. In the event a bargaining unit employee is assigned and accepts out-of-bargaining unit light duty work, classification the Employer shall make contributions on behalf of the employee pursuant to Articles 20 and location21 of this Agreement. In the event of a termination, if availablethe employee shall be entitled to all rights in accordance with Articles 13 and 14 of the Collective Bargaining Agreement except in the event of an arbitration, the arbitrator's power shall be limited to restoring the employee to their pre-injury bargaining unit position. If unavailableNo other provisions of the Collective Bargaining Agreement shall apply to employees working in out-of-unit light duty positions. The employees shall comply with all Company, a comparable position will House, and Departmental rules. Employees shall be provided prohibited from receiving double benefits or recovery, pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at Agreement and an action or decision by the discretion SIIS, Nevada Department of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light dutyAdministration, or their workers’ compensation rateany other local, whichever is higherstate or federal department agency or court.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily 40.1: Upon submission of appropriate medical documentation if a bargaining unit member becomes unable to perform their normal duties because of an injury or illness, the essential functions of their regular positionbargaining unit member may request and the Township Manger or designee may approve, at His/Her sole discretion, the Bargaining Unit Member to work “light duty” which is medically appropriate under the following conditions:
A. The Township has work to be performed by a Bargaining Unit Member who is injured or ill. Assignments Work for this section is not limited to fire department related work.
B. The Township has been provided medical verification that the Bargaining Unit Member is able to perform the “light duty” assignment within medical restrictions, and with reasonable accommodation.
C. If more than one Bargaining Unit Member is seeking a light duty assignment and the Bargaining Unit Members are medically eligible to work the light duty assignment, the Bargaining Unit Member who was first injured or became ill will be given preference for the “light duty” assignment.
D. The light duty assignment shall be for the period designated by the Township, but assignments outside Township business hours shall not be unreasonably imposed. The parties agree that light duty assignments are to be made at the discretion of the Board a temporary nature and subject do not constitute reasonable accommodation for a prolonged disability.
E. A suppression bargaining unit member assigned to the following criteria:
1. If available, a light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the placed on a 40-hour work week. Suppression bargaining unit member placed on a 40-hour work week (not to include those on Maternity leave under section 36) will be required to use eight (8) hours of paid leave time to receive full pay, for every full calendar week they are on light duty.
F. Bargaining Unit Members assigned light duty shall be provided all the rights and benefits provided under the collective bargaining agreement unless specified in any other article of this agreement.
6. G. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will shall not be subject to posting and biddingconsidered time worked for purposes of Article 44.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' worker’s compensation benefits benefit for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their his/her regular position. Assignments to light duty are to be made at the discretion of the Board District and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's ’s department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's ’s department, the Board District may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwisedepartments. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board District up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board District and are not open for bids. However, the Board District must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits, including accumulated leave days, personal business days and vacation days. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ his/her worker’s compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments to light duty are to be made at the discretion of the Board and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwisedepartments. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
4. New hires and employees who become eligible after the plan effective date must apply within 31 days of their date of hire or date of eligibility. In these cases, the pre-existing conditions limitation does not apply.¶ ¶ Deleted: the employee Deleted: ; all
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject to posting and bidding.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ worker's compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Wages and Benefits Agreement
Light Duty. Light Duty assignments may 1. An employee who has been on authorized leave due to serious illness or injury that occurred while performing duties for the County may, upon release and approval from their physician and upon presentation of said release to the County, be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable returned to perform the essential functions of their regular positionwork in a limited duty assignment (light duty). Assignments The determination as to whether or not an employee will be returned to a light duty position and what the position duties shall be are to be made at the discretion sole prerogative of the Board and County. The County reserves the right to cancel a light duty assignment at any time. Except as specified in section 5 below, such determination or cancellations cannot be subject to the following criteria:
1of a grievance. If available, An employee on light duty will not be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain placed in a member of the bargaining unitposition that could jeopardize or aggravate their physical condition.
2. If light duty The intent of this provision is unavailable within the disabled employee's department, the Board may assign to allow the employee the opportunity to light duty in other locations within return to work as soon as it is medically possible and beneficial to the District boundaries unless County. The parties understand that it is not the parties agree otherwise. However, the employee shall remain intent of this provision to provide assignments of a member of the bargaining unit“make work” nature.
3. Light duty will may be assigned only to either performing the duties of another position other than those employees whose disability is expected to be temporary with of the anticipation that employee’s position at the employee will be able to return to histime of injury/her regular positionillness or those duties originally held for fewer hours in the day or having reduced physical requirements as determined by the County.
4. Light An employee returning to work for a light duty assignments assignment must have a physician’s release. Employees who refuse a light duty position are temporary not eligible to use sick or vacation leave and shall not exceed 180 calendar days unless renewed or extended by the Board up may be subject to an additional 180 calendar daysdisciplinary action.
5. Upon recovery from disability, An employee injured while performing duties for the County shall always have preference in receiving light duty assignment over an employee will return to his/her regular department, classification and location, if availableplaced in a light duty assignment as a result of illness or injury that was not incurred while performing duties for the County. If unavailable, a comparable position will be provided pursuant to The employee injured while performing duties for the terms and conditions of County may displace an employee in the bargaining unit agreementill or injured not while performing duties for the County so long as both employees are equally capable of performing the light duty assignment. In the event that the employees are in different job classifications, then an employee in a lower classification may not displace an employee in a higher job classification for the purpose of performing duties normally associated with the higher classification. Displacement of an employee shall not be interpreted as an extension of the light duty originally developed (e.g., assignment of light duty employee to work on a limited, temporary, or short-term nature). An employee injured while performing duties for the County whose request to displace an employee serving in a light duty who has been ill or injured not while performing duties for the County has been denied may bring a grievance pursuant to Article 30.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will A pregnant employee cannot be subject to posting and biddingdisplaced under this Agreement.
7. Light duty employees The provision of this article shall continue to accrue seniority and benefits. Light duty employees shall earn be administered in accordance with the rate of pay applicable provisions of the position they are filling on light duty, or their workers’ compensation rate, whichever is higherAmericans with Disabilities Act.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty A. When an employee becomes physically or mentally incapacitated (due to a non- duty related injury or illness) for the performance of normal duties of their position as determined by the appropriate health care professional, the employee should first use accumulated but unused sick or other forms of accrued leave. In accordance with Section 6.7, “Family and Medical Leave,” leave taken for this purpose shall count toward an eligible employee’s annual entitlement to 12- weeks of Family and Medical Leave. Eligibility for Family and Medical Leave is defined in Section 6.7 of this contract.
B. Employees are required to request consideration for a light-duty work assignment themselves. In order to be considered for a light-duty assignment, employees will be required to sign a medical release so that the City may contact the employee’s healthcare professional about the type of work duties that the employee may perform. The Chief or designee shall decide on a case-by-case basis if there are light duty work assignments available that fall within the restrictions that the employee has been placed under by their health care professional. The distribution of light duty assignments and/or refusal to establish a light duty assignment is solely the decision of the Chief or designee and City administration, and such decision shall not be grievable.
C. If the employee is unable to perform their normal duties, as determined by a health care professional, the employee may be utilized temporarily placed into a position which is less strenuous if one is available for employees receiving workers' compensation benefits a period of time not to exceed three (3) months. Depending upon the facts in each individual case, the Municipal Administrator may extend the temporary light duty opportunity for not more than three (3) additional months. Light duty assignments should be within the Police Division unless the City and the employee mutually agree to an assignment in another division or department.
D. If no light duty assignments are available, then the employee must remain off work pending a release from their health care professional until they can perform their full duties or until such time as a light duty assignment occurs which meets the physical restrictions/limitations of that employee. During this period of time, the employee may use other accrued leave time, such as sick leave, vacation, and compensatory leave, in order to remain in a paid status.
E. Light duty assignments for work-related illnesses and injuries sustained while shall take precedence over non-duty related illnesses and injuries. An employee, who is working for Grand Rapids Public Schools in a light duty capacity because of a non-work-related illness or injury, may be displaced from that light duty assignment if the City needs to place another employee who has a valid work-related illness or injury into a light duty/transitional work assignment.
F. Prior to any employee being temporarily placed into light duty because of an off- duty injury or illness, the employee must provide to the City both a release signed by their health care professional that the light duty assignment meets the requirements of the physical/mental restrictions and who are temporarily that the health care professional has placed on the employee and a specific listing of the physical restrictions under which the employee is released to work. The purpose of the health care professional’s release and physical/mental restrictions listing is to ascertain if the employee is physically/mentally capable of performing the duties required of the light duty position. While working in a light-duty capacity, the employee may be required to provide to the City every thirty (30) days an updated release from their health care professional establishing the current physical/mental restrictions under which the employee is released to work.
G. If at the end of the temporary reclassification to a less strenuous position and/or complete exhaustion of all accumulated leave time and/or Family Medical Leave, the employee is still unable to perform the essential functions normal duties of their regular position. Assignments to light duty are to be made at the discretion , an extension of the Board and subject to the following criteria:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and reclassification will not be subject to posting granted, and biddingemployment with the City may be terminated.
7. Light duty employees shall continue to accrue seniority and benefits. Light duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments to Temporary light duty are to assignments shall be made available, at the discretion of the Board and Chief, to eligible bargaining unit members who are injured on or off duty, temporarily unable to fulfill all of their regularly assigned duties as a firefighter, but who are capable of performing alternative assignments consistent with the responsibilities of a department member.
1. General Provisions: Assignment to temporary light duty is subject to the following criteria:
1. If available, following: • The existence or availability of light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain a member of the bargaining unit.
2. If light duty is unavailable within the disabled employee's department, the Board may assign the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and shall not exceed 180 calendar days unless renewed or extended by the Board up to an additional 180 calendar days.
5. Upon recovery from disability, the employee will return to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant to the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. HoweverFire Chief; • Initial treating physician authorization and/or approval specific to the light duty tasks as assigned before any actual assignment; • Continued treating physician authorization and/or approval specific to the light duty tasks as assigned, until such time that the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for member provides proof from said physician that they are cleared to return to normal duty; • Fire Chief approval of temporary light duty and will assignment; • Release of liability for continued or subsequent injury executed by bargaining unit member.
2. Bargaining unit members who are injured off duty and/or not receiving worker’s compensation benefits, shall not be subject required to posting and biddingsubmit to temporary light duty.
73. Light Bargaining unit members who have been approved for and assigned to temporary light duty employees shall continue to accrue seniority and benefits. Light not be included for the purposes of meeting on duty employees shall earn the rate of pay of the position they are filling on light duty, or their workers’ compensation rate, whichever is higherminimum staffing requirements.
84. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department Preference shall be given first opportunity for overtimeto members who were injured in the line of duty.
95. Employees assigned Requests and Assignment to Temporary Light Duty: • Requests for temporary light duty which assignments shall be submitted to the Fire Chief for approval. • Requests shall be accompanied by a statement of certification from the member’s treating physician or other licensed health care provider. The certificate must include the following: • An assessment of the injury/disability, and its probable duration; • Prognosis for recovery; • Recommended work restrictions, and a description of the type of assignments that the bargaining unit member is not part able to engage in under the restrictive threshold; and • Signature of his/her normal work assignment shall receive reasonably necessary training and assistancethe medical professional.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments Section 25.1 A light duty position may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform created by the essential functions Chief of their regular position. Assignments to light duty are to be made at the discretion of the Board and subject to Police under the following criteriaconditions for an employee whose physical condition prevents performance of normal duties:
1. If available, The employee’s physician in concurrence with the Town’s physician has indicated that the employee is capable of performing light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, that the employee shall remain a member of the bargaining unitwill eventually recover sufficiently enough to return to their normal duties.
2. If Such light duty is unavailable within position shall be administrative or supportive in nature including communications, may with the disabled employee's department’s agreement include a change of shift to five (5) days on, two (2) days off, and shall not tend to aggravate the Board may assign employee’s illness or injury, or retard the employee to light duty in other locations within the District boundaries unless the parties agree otherwise. However, the employee shall remain a member of the bargaining unitemployee’s recovery.
3. Light A vacation request submitted by an employee on light duty will shall be assigned only to considered independently from those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular positionsubmitted by officers on full duty.
4. Light An employee on light duty assignments are temporary and may be allowed to work in civilian clothing if circumstances warrant. An employee on light duty shall not exceed 180 calendar days unless renewed be required to drive a marked police vehicle, except to provide an administrative or extended by the Board up to an additional 180 calendar dayssupport function.
5. Upon recovery An employee on light duty shall be excused from disability, the employee will return duty to his/her regular department, classification and location, if available. If unavailable, a comparable position will be provided pursuant keep medical or therapeutic appointments that relate to the terms and conditions of condition that caused the bargaining unit agreementemployee’s light duty status.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for An employee on light duty and will shall not be subject to posting and biddingwork any special duty assignments.
7. Light An employee on light duty employees shall continue may be allowed to accrue seniority and benefits. Light duty employees shall earn the rate of pay of work any overtime when the position they are filling on is consistent with his/her light duty, or their workers’ compensation rate, whichever is higherduty status.
8. No current The work schedule for an employee on light duty status shall be displaced in whole subject to any limitations on hours or in part as a result conditions of any work prescribed by the employee’s treating physician(s). The schedule of an employee being assigned on light duty. Regular employees in duty status will not be changed unless the department shall be given first opportunity for overtimetreating physician so recommends or it is mutually agreed upon by the employee and the Police Administration.
9. Employees assigned to An employee on light duty which is not part of his/her normal shall bid for shifts in accordance to Section 17.3 as if the employee were on full duty.
10. In the event that the Town’s physician and the employee’s physician are in disagreement in regards to the employee’s ability to work assignment light duty, a third mutually agreeable physician shall receive reasonably necessary training and assistancemake the determination.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Light Duty. Light Duty assignments may be utilized for employees receiving workers' compensation benefits for injuries sustained while working for Grand Rapids Public Schools and who are temporarily unable to perform the essential functions of their regular position. Assignments to light duty are to be made at A. At the discretion of the Board Department, a limited number of temporary light duty positions may be identified. Light duty assignments may occur outside the Division which the employee was injured and subject may involve a change of work hours and/or days off.
B. Employees injured on duty may be assigned light duty positions by the Department. Employee's injured off duty may request assignment to light duty positions. Requests involving off duty injury may be approved by the Department, in its discretion. On duty injuries shall take precedence, however.
C. Light duty assignments shall be limited to sixty (60) calendar days. No employee shall be assigned to light duty when the initial medical evaluation indicates that the employee shall be off duty for more than sixty (60) calendar days. Short term extensions of light duty assignments may be approved by the Department when medical evaluation indicates that an employee's return is imminent at the end of the sixty (60) day period.
D. In addition, Officers and Corporals who are injured or ill from causes unrelated to the following criteriajob may apply for a waiver of the sixty (60) calendar day rules when:
1. If available, light duty will be assigned within the disabled employee's department and from duties customarily performed by the department. However, the employee shall remain There is a member of the bargaining unit.predictable time frame for a return to full duty;
2. If light duty is unavailable within To comply with the disabled employee's department, the Board may assign sixty (60) calendar day rules would cause significant financial hardship; and
3. The Department has specific work for the employee to perform.
E. If a waiver is granted, such waiver does not create a permanent light duty in other locations within position, but is rather, intended solely to reasonably accommodate an employee on a temporary basis.
F. To the District boundaries unless the parties agree otherwise. Howeverextent permitted by law, the employee shall remain a member of the bargaining unit.
3. Light duty will be assigned only to those employees whose disability is expected to be temporary with the anticipation that the employee will be able to return to his/her regular position.
4. Light duty assignments are temporary and sixty (60) calendar day limit set forth in this subsection shall not exceed 180 calendar days unless renewed or extended by apply in the Board up to an additional 180 calendar days.
5case of pregnancy. Upon recovery from disabilityrequest, the employee will return to his/her regular department, classification Department and location, if available. If unavailable, a comparable position will be provided pursuant to Association may re-open negotiations on the terms and conditions of the bargaining unit agreement.
6. Light duty positions are utilized at the discretion of the Board and are not open for bids. However, the Board must consult with the Association, and reach agreement regarding bargaining unit positions which will be held for light duty and will not be subject policy as it applies to posting and bidding.
7pregnancy assignments. Light duty employees shall continue The parties hereto have caused their duly-authorized representatives to accrue seniority and benefitsexecute this Memorandum of Understanding effective September 9, 2013. Light duty employees shall earn the rate CITY OF PASADENA PASADENA POLICE OFFICERS ASSOCIATION Xxxxxxx X. Xxxx, City Manager Xxxxxx Xxxxxxx, PPOA President Xxxxxx Xxxxxxx, Director of pay of the position they are filling on light dutyHuman Resources Xxxxxx Xxxxxx, or their workers’ compensation rateNegotiating Team Member Xxxxx X. Xxxxx, whichever is higher.
8. No current employee shall be displaced in whole or in part as a result of any employee being assigned light duty. Regular employees in the department shall be given first opportunity for overtime.
9. Employees assigned to light duty which is not part of his/her normal work assignment shall receive reasonably necessary training and assistance.Xxxxxxx Xxxxxxx Xxxxxxxx Xxxx XxXxxxxx, Negotiating Team Member Xxxxxx Xxxxxx, Deputy Police Chief Xxxx Xxxxxxx, Negotiating Team Member Xxxxx Xxxxxxxx, Management Analyst Police Corporal 38.9684 40.1977 41.4998 42.7535 44.0069 Police Officer 31.8734 33.6381 35.3663 37.2160 39.0293 Police Corporal 39.7478 41.0017 42.3298 43.6086 44.8870 Police Officer 32.5109 34.3109 36.0736 37.9603 39.8099 Police Corporal 40.9402 42.2317 43.5997 44.9168 46.2336 Police Officer 33.4862 35.3402 37.1558 39.0991 41.0042 Police Corporal 41.9637 43.2875 44.6897 46.0397 47.3895 Police Officer 34.3233 36.2237 38.0847 40.0766 42.0293
Appears in 1 contract
Samples: Memorandum of Understanding
