Common use of Light/Limited Duty Assignments Clause in Contracts

Light/Limited Duty Assignments. A. As part of a return-to-work program for employees who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may be up to 45 calendar days. At the State's discretion, a limited duty assignment may be extended an additional 60 days when warranted under B. 1 through 5, above. D. The State may make alternative assignments, retrain employees, or may, if it follows the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee may request Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rules. Nothing in this Section shall be construed to contravene the SPB’s constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 of this Contract, but may be appealed through the SPB’s Reasonable Accommodation Appeals Process.

Light/Limited Duty Assignments. A. As part of a return-to-work program for employees employees, who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may shall be up to 45 calendar days. At the State's discretion, a limited duty assignment may be extended an additional up to 60 days when warranted under B. 1 (1) through (5, ) above. D. The State may make alternative assignments, retrain employees, or may, if it follows the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an the employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee or the State may request initiate action under the provisions of Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rulesBoard. Nothing in this Section shall be construed to contravene the SPB’s State Personnel Board's constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 of this Contract, but may be appealed through to the SPB’s Reasonable Accommodation Appeals ProcessState Personnel Board, the Department of Fair Employment and Housing, and/or the Employment Opportunity Commission. G. This Section shall apply to Unit 3 civil service and exempt employees.

Light/Limited Duty Assignments. A. As part of Where the need is substantiated by a return-to-work program for employees who are incapacitated due to illness or injuryphysician, an employee may request and/or the State may initiate a will attempt to provide light/limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: for up to sixty (60) days: 1. When the assignment is ) in accordance with a physician's substantiation recommended instructions; 2) where and recommended instruction; 2. When and where when services are needed; 3) to the State determines that extent it does not inconvenience other employees; 4) to the assignment provides needed services; 3. When extent the employee can satisfactorily perform the work; 4. When ; and 5) where there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may be up to 45 calendar daysimprovement. At the option of the State's discretion, a limited duty the assignment may be extended an additional beyond 60 days when warranted under B. 1 through 5days. It is the intent of the parties that the limited duty assignments be of the minimum necessary durations and that the maximum limited duty assignment of sixty (60) days, aboveand any extensions, be utilized for the most severe illnesses or injuries. D. B. The State may make alternative assignments, retrain employees, or may, if it follows the requirements of as provided under the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. C. The State reserves the right to have an employee examined by a physician of its choosing prior to granting, continuing, continuing or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee may request Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rules. D. Nothing in this Section section shall be construed to contravene the SPB’s State Personnel Board's constitutional and/or statutory authority to determine the appropriate classification of assigned duties; , to require reasonable accommodation of an employee or applicant with a disability; , or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodationsaccommodation, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 of this Contract, but may be appealed through the SPB’s Reasonable Accommodation Appeals Process.

Light/Limited Duty Assignments. A. As part of a returnReturn-toTo-work program Work Program for employees who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may shall be up to 45 forty-five (45) calendar days. At the State's discretion, a limited duty assignment may be extended an additional 60 up to sixty (60) days when warranted under B. 1 (1) through (5, ,) above. D. The State may make alternative assignments, retrain employees, or may, if it follows follow the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an the employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee or the State may request initiate action under the provisions of Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rulesBoard. Nothing in this Section shall be construed to contravene the SPB’s State Personnel Board's constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 of this Contract, but may be appealed through to the SPB’s Reasonable Accommodation Appeals ProcessState Personnel Board, the Department of Fair Employment and Housing and/or the Equal Employment Opportunity Commission.

Light/Limited Duty Assignments. A. As part of a returnReturn-toTo-work program Work Program for employees who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. If an employee makes a request, the State shall endeavor to initiate a light/limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning a light limited duty. C. The duration of a limited duty assignment may shall be up to 45 calendar sixty (60) days. At the State's discretion, a limited duty assignment may be extended an additional 60 up to sixty (60) days when warranted under B. 1 B (1) through (5, ) above. D. The State may make alternative assignments, retrain employees, or may, if it follows follow the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an the employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee or the State may request initiate action under the provisions of Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rules. Nothing in this Section section shall be construed to contravene the SPB’s constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article article 6 of this Contract, but may be appealed through to the SPB’s Reasonable Accommodation Appeals Process, the DFEH and/or the Equal Employment Opportunity Commission.

Light/Limited Duty Assignments. A. As part of a return-to-work program for employees employees, who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may shall be up to 45 forty-five (45) calendar days. At the State's discretion, a limited duty assignment may be extended an additional 60 up to sixty (60) days when warranted under B. 1 B(1) through 5, B(5) above. D. The State may make alternative assignments, retrain employees, or may, if it follows the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an the employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee or the State may request Reasonable Accommodation initiate action under the provisions of reasonable accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rules. Nothing in this Section section shall be construed to contravene the SPB’s constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article article 6 of this Contract, but may be appealed through to the SPB’s Reasonable Accommodation Appeals Process, the DFEH, and/or the Equal Employment Opportunity Commission (EEOC).

Light/Limited Duty Assignments. A. As part of a return-to-work program for employees who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's ’s substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may be up to 45 sixty (60) calendar days. At the State's ’s discretion, a limited duty assignment may be extended an additional 60 sixty (60) days when warranted under B. B 1 through 5, above. D. The State may make alternative assignments, retrain retain employees, or may, if it follows the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's ’s injury or illness is medically determined to be permanent, the employee may request Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rules. Nothing in this Section shall be construed to contravene the SPB’s constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 (Grievance and Arbitration) of this Contract, but may be appealed through the SPB’s Reasonable Accommodation Appeals Process.

Light/Limited Duty Assignments. A. As part of a return-to-work program for employees employees, who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may shall be up to 45 calendar days. At the State's discretion, a limited duty assignment may be extended an additional up to 60 days when warranted under B. 1 (1) through (5, ) above. D. The State may make alternative assignments, retrain employees, or may, if it follows the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an the employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's injury or illness is medically determined to be permanent, the employee or the State may request initiate action under the provisions of Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rulesBoard. Nothing in this Section shall be construed to contravene the SPB’s State Personnel Board's constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 of this Contract, but may be appealed through to the SPB’s Reasonable Accommodation Appeals ProcessState Personnel Board, the Department of Fair Employment and Housing, and/or the Employment Opportunity Commission. G. This Section shall apply to Unit 3 employees.

Light/Limited Duty Assignments. A. As part of a return-to-work program for employees who are incapacitated due to illness or injury, an employee may request and/or the State may initiate a limited duty assignment. B. Limited duty assignments will be administered in accordance with all the following criteria: 1. When the assignment is in accordance with a physician's ’s substantiation and recommended instruction; 2. When and where the State determines that the assignment provides needed services; 3. When the employee can satisfactorily perform the work; 4. When there is a prognosis for improvement of the illness or injury; 5. Maintaining safety shall be a prime consideration prior to assigning limited duty. C. The duration of a limited duty assignment may be up to 45 sixty (60) calendar days. At the State's ’s discretion, a limited duty assignment may be extended an additional 60 sixty (60) days when warranted under B. B 1 through 5, above. D. The State may make alternative assignments, retrain retain employees, or may, if it follows the requirements of the Government Code, medically terminate an employee whose prognosis for continued employment is poor. E. The State reserves the right to have an employee examined by a physician of its choosing prior to granting, continuing, or extending a light/limited duty assignment. F. When an employee's ’s injury or illness is medically determined to be permanent, the employee may request Reasonable Accommodation as prescribed by the State Personnel Board (SPB). The State will review the request in conformance with SPB rules. Nothing in this Section shall be construed to contravene the SPB’s constitutional and/or statutory authority to determine the appropriate classification of assigned duties; to require reasonable accommodation of an employee or applicant with disability; or to determine the ability of an applicant or employee to perform the essential functions of a classification or job. Complaints under this Section alleging out-of-class work, denial of reasonable accommodations, discrimination based on disability, or inappropriate medical demotion, transfer or termination shall not be grievable under the grievance procedure contained in Article 6 (Grievance and Arbitration) of this Contract, but may be appealed through the SPB’s Reasonable Accommodation Appeals Process.