Limited Duty Assignments. The decision as to the availability of a limited duty assignment shall rest in the sole discretion of the Chief/CMU PD, and that decision shall not be subject to grievance.
Limited Duty Assignments. When an employee claims temporary disability from performing his/her usual and customary duties, the State may require medical substantiation of the condition. Upon request of the employee, when temporary disability is confirmed by medical substantiation, a limited duty assignment may be considered. Consistent with State Personnel Board rules, the State may provide a limited duty assignment within the employee's medical restrictions and classification, dependent on availability of work and funding. The Union recognizes that limited duty assignments are not possible in every work setting and that the creation of a limited duty assignment is at the discretion of the appointing power. Furthermore, employees accepting a limited duty assignment may be required to change work schedules (i.e. start/stop times, days off, assigned shift--days, swing, or graveyard). Accommodations made under this section shall not interfere with the seniority rights or other explicit rights granted Bargaining Unit 7 employees by this agreement. This section is grievable to the third (3rd) step of the grievance procedure. Matters contained in this section not resolved at the third (3rd) step of the grievance procedure may be appealed to the State Personnel Board.
Limited Duty Assignments. There shall be no discrimination between males and females in the granting of limited duty assignments nor the positions to which people should be assigned.
11.5.1 Limited duty may be available as otherwise described in this section for Unit 8 employees who, because of a temporary disability, injury, illness or other physical condition, are temporarily unable to perform the full range of duties of their classification. Limited duty is typically an assignment requiring other than the full range of duties for the employee's classification or current assignment. The parties agree that all cases of on the job illness, injury, or temporary disability require return to work as soon as is medically feasible.
11.5.2 Limited duty is not intended for those with permanent and stationary physical conditions which preclude performance of duties associated with their classification. It is also not intended for those with temporary conditions which can reasonably be expected to last longer than 60 days. The condition of pregnancy shall not be included in this limitation.
11.5.3 Limited duty assignments shall be provided or required when the department determines that productive work is available given:
11.5.3.1 Safety, operational and budgetary considerations; (e.g., crew strength and safety, critical program goals, excessive overtime);
11.5.3.2 The impact on other employees (e.g., mandatory overtime or forced geographic reassignment); and/or,
11.5.3.3 A clear prognosis for improvement which will allow return to full duty upon completion of the limited duty assignment.
11.5.4 Limited duty assignments will typically be for up to 60 days except for pregnancy, but may be more depending on subsection 11.5.3 above. Such assignments may also last for a shorter period of time particularly when an employee recuperates and can resume the full range of duties.
11.5.5 Priority may be given to those with work incurred injuries, illnesses or disabilities caused by pregnancy. That means employees on limited duty for non-work incurred physical conditions could have their limited duty status adjusted to accommodate the person with the work or pregnancy incurred difficulty.
11.5.6 Employees requesting limited duty may be required to supply medical substantiation of the need as well as the type of work they may safely perform. However, the department retains the right to require an employee to have an examination by a physician of its own choosing prior to or during the limited duty assig...
Limited Duty Assignments. An employee requesting any limited duty assignment shall submit the request in writing with supporting medical documentation through their command to HRD. HRD will process the request in accordance with HRD’s standard operating procedures. Provided the Chief determines that appropriate bargaining unit work is available, the HRD shall coordinate selection of the assignment with the employee’s attending physician and, if necessary, with the Employer’s physician after an independent medical examination. An employee shall have the option to accept a limited duty position that is approved by their attending physician and, if necessary, by the Employer’s physician after an independent medical examination, and that is in compliance with this Agreement.
Limited Duty Assignments. A) When an employee who has incurred an injury or illness in the course of employment is determined by the Examining Physician, as appointed by the City, to be capable of performing limited duty, the City, in its discretion, may place the employee in a temporary light duty position, in accordance with the Examining Physician’s stated medical limitations. The exclusive right to determine whether such light duty is necessary and available, the nature of the assignment, and the period of time during which such assignment is made and continued, shall be vested with the City. The employee shall be paid his/her regular rate of pay for the duration of the limited duty assignment. Consistent with applicable law, an employee who refuses a light duty assignment will be deemed to have refused available work and will cease to be eligible for continued disability payments.
Limited Duty Assignments. Employees who have experienced a worker’s 30 compensation injury and who have been evaluated and released by an approved physician as 32 written authorization by Insurance and Benefits Management. The specific work limitation will 33 be forwarded to the employee’s supervisor from the treating physician. The employee will 34 remain in his/her job site, performing appropriate duties as identified by the supervisor for a 35 period of ten (10) work days. No later than eleven (11) days after returning to limited duty, the 36 employee will be evaluated by the physician and, if not released for full duty, will be returned for 37 limited duty for the work period not to exceed ten (10) work days. At the completion of the 38 second ten (10) day period, if the employee is not able to return to a full-duty status, he will be 39 evaluated by the physician, the principal/supervisor and Insurance and Benefits Management to 40 determine the employee’s status. Alternatives such as returning to worker’s compensation off- 1 duty status, continuation of limited duty assignments, alternate duty assignments, and/or other 2 assignments will be reviewed with the employee.
Limited Duty Assignments. The need to limit regular duties of a staff member for medical reasons shall be concurred in by the Health Services Office, who shall notify the supervisor of the nature of the limitation, its probable duration, and possible accommodation, including the use of temporary reassignments and details, consistent with this Agreement. Top Library of Congress Staff | Contact the OGC Last Updated: 02/10/2011 LC Staff > Office of the General Counsel > Legal References > Labor Agreements > CREA > Article 21
Limited Duty Assignments. When an officer who is recovering from an injury or illness compensable under Workers’ Compensation is certified as fit for limited or light-duty but not full duty, the City shall provide light-duty employment subject to the following limitations and conditions:
1. The maximum duration of such employment shall be six (6) months from date of release unless the parties agree to extend the assignment.
2. Pay for such position shall be as follows:
a. The employee shall receive one hundred percent (100%) of his or her regular rate including incentive pay, but not including pay for premium assignments.
b. There shall be no charge to the employee’s sick leave, holiday or vacation pay banks for the time spent working in a limited-duty capacity. Paid leave time, including sick leave, shall however, continue to accrue and be available to employees while on a limited-duty assignment. During the time an employee is on light-duty, sick leave, holiday in lieu of pay and vacation pay will accrue at the employee’s regular rate. However, employees who utilize sick leave, holiday or vacation pay during a light-duty assignment will be paid at the rate applicable under Section E 2(a), above.
3. The City may assign an employee who is on a light-duty assignment to a different shift without regard to seniority or shift bidding preferences. When it is practical to do so, the City shall also modify the work schedule of limited-duty employees so as to allow the employee to participate in physical therapy and attend medical appointments.
4. There shall be a limit of two (2) full-time equivalent employee (FTE) placed on light-duty. In the event more than one (1) employee is eligible to be placed in the position, the City shall first offer such work to the sworn employee whose injury or illnesses occurred while on duty.
5. The officer must be able to work in the evidence room, take phone inquiries, and conduct background checks/investigations by phone, do filing and perform various other office tasks in order to qualify for the light-duty position.
6. The City may require a medical verification of the employee’s ability to safely perform the light-duty duties described in subsection 4, above, as a condition to placing an employee in a light duty assignment. The City shall have the right to obtain a second medical opinion at its own expense in order to verify any medical opinion it has received from the employee's physician.
7. Light-duty work shall not be offered to an officer who is ...
Limited Duty Assignments. Employees who have experienced a worker’s compensation injury and who have been evaluated and released by an approved physician as physically able to return to work with specific limitations, will return to their job site upon written authorization by Insurance and Benefits Management. The specific work limitation will be forwarded to the employee’s supervisor from the treating physician. The employee will remain in his/her job site, performing appropriate duties as identified by the supervisor for a period of ten (10) work days. No later than eleven (11) days after returning to limited duty, the employee will be evaluated by the physician and, if not released for full duty, will be returned for limited duty for the work period not to exceed ten (10) work days. At the completion of the second ten (10) day period, if the employee is not able to return to a full-duty status, he will be evaluated by the physician, the principal/supervisor and Insurance and Benefits Management to determine the employee’s status. Alternatives such as returning to worker’s compensation off-duty status, continuation of limited duty assignments, alternate duty assignments, and/or other assignments will be reviewed with the employee.
Limited Duty Assignments. Employees who have experienced a worker’s 23 compensation injury and who have been evaluated and released by an approved physician as 24 physically able to return to work with specific limitations, will return to their job site upon 25 written authorization by the Insurance and Benefits Management. The specific work limitation 26 will be forwarded to the employee’s supervisor from the treating physician. The employee will 27 remain in his/her job site, performing appropriate duties as identified by the supervisor for a 28 period of ten (10) work days. No later than eleven (11) days after returning to limited duty, the 29 employee will be evaluated by the physician and, if not released for full duty, will be returned for 30 limited duty for the work period not to exceed ten (10) work days. At the completion of the 31 second ten (10) day period, if the employee is not able to return to a full-duty status, he will be 32 evaluated by the physician, the principal/supervisor and the Insurance and Benefits Management 33 to determine the employee’s status. Alternatives such as returning to worker’s compensation off- 34 duty status, continuation of limited duty assignments, alternate duty assignments, and/or other 35 assignments will be reviewed with the employee.
