M edical Evaluations Sample Clauses

M edical Evaluations. All suppression members of the bargaining unit may, at the discretion of the Fire Chief, be medically evaluated prior to being reassigned to emergency duties after an illness/injury needing medical attention and/or an operation requiring hospitalization. The medical evaluation will not only include a complete physical examination, but may also include a mental examination. If an employee fails to pass either the physical examination or the mental examination, the employee will not be reassigned. Evaluations under this provision shall be pursuant to the standards set forth in Sections 7.5, 7.6 and 7.7 of Chapter 7 and with Chapter 9 (including Annex A material relating thereto) of NFPA 1582 Standard on Comprehensive Occupational Medical Program for Fire Departments. However, only portions of the NFPA standards relevant to the injury/illness and/or operation are required by this Sub-Section. If an employee is not reassigned, the employee shall receive an unpaid leave of absence for up to twelve (12) months and may return to work when cleared by the City’s Occupational Medical Provider. If the member disagrees with the City’s determination, the member’s physician shall be provided with all the information and test results upon which the Department doctor relied in finding the member unfit for duty. If the member’s physician disagrees with the findings of the City’s doctor, the matter including all the information and tests results upon which the Department doctor and the employee’s doctor relied, shall be submitted to a third doctor mutually selected by the Union and the City, or if mutual agreement on a third doctor cannot be reached, then submitted to arbitration under Step 4 of Article 9. The decision of the third doctor, or arbitrator, shall be final and binding on all parties. The employee shall be made whole in wages if the third doctor or arbitrator determines that the employee is fit for duty. The make whole remedy shall be offset by any benefits the employee received, and by any time period in which the arbitrator or third doctor determines that employee was not medically fit for duty as provided for in the above NFPA standards. The make whole remedy shall be for the entire period the employee was off work, unless the arbitrator or third doctor specifically determines that the employee was initially unfit for duty and became fit for duty as of a later date. In considering the issue of the extent of the make whole remedy, there shall be a presumption ...
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Related to M edical Evaluations

  • TEACHER EVALUATIONS A. Each teacher shall have the right, upon request, to review the contents of his/her personal file folder.

  • Annual Evaluations The purpose of the annual evaluation is to assess and communicate the nature and extent of an employee's performance of assigned duties consistent with the criteria specified below in this Policy. Except for those employees who have received notice of non-reappointment pursuant to the BOT- UFF Policy on Non- reappointment, every employee shall be evaluated at least once annually. Personnel decisions shall take such annual evaluations into account, provided that such decisions need not be based solely on written faculty performance evaluations.

  • Formal Evaluations The employer shall undertake formal evaluations of an employee’s performance of the various duties and responsibilities of a position only if one or more of the following conditions is present: • employee request • mutual agreement of hiring unit and employee • recommendation arising from informal evaluation • decision of Chair, Xxxx, Director or designate resulting from the processing of a complaint in accordance with Article 8.

  • Student Evaluations Student evaluations shall be completed by the end of the 12th week of the fall semester.

  • TEACHER EVALUATION A. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • TECHNICAL EVALUATION (a) Detailed technical evaluation shall be carried out by Purchase Committee pursuant to conditions in the tender document to determine the substantial responsiveness of each tender. For this clause, the substantially responsive bid is one that conforms to all the eligibility and terms and condition of the tender without any material deviation. The Institute’s determination of bid’s responsiveness is to be based on the contents of the bid itself without recourse to extrinsic evidence. The Institute shall evaluate the technical bids also to determine whether they are complete, whether required sureties have been furnished, whether the documents have been properly signed and whether the bids are in order.

  • Annual Evaluation The Partnership will be evaluated on an annual basis through the use of the Strategic Partnership Annual Evaluation Format as specified in Appendix C of OSHA Instruction CSP 00-00-000, OSHA Strategic Partnership Program for Worker Safety and Health. Xxxxxxxxx & Xxxxxx will be responsible for gathering required participant data to evaluate and track the overall results and success of the Partnership. This data will be shared with OSHA. OSHA will be responsible for writing and submitting the annual evaluation.

  • Final Evaluation IC must submit a final report and a project evaluation to the Arts Commission within thirty (30) days after the completion of the Services. Any and all unexpended funds from IC must be returned to City no later than sixty (60) days after the completion of the Services.

  • Program Evaluation The School District and the College will develop a plan for the evaluation of the Dual Credit program to be completed each year. The evaluation will include, but is not limited to, disaggregated attendance and retention rates, GPA of high-school-credit-only courses and college courses, satisfactory progress in college courses, state assessment results, SAT/ACT, as applicable, TSIA readiness by grade level, and adequate progress toward the college-readiness of the students in the program. The School District commits to collecting longitudinal data as specified by the College, and making data and performance outcomes available to the College upon request. HB 1638 and SACSCOC require the collection of data points to be longitudinally captured by the School District, in collaboration with the College, will include, at minimum: student enrollment, GPA, retention, persistence, completion, transfer and scholarships. School District will provide parent contact and demographic information to the College upon request for targeted marketing of degree completion or workforce development information to parents of Students. School District agrees to obtain valid FERPA releases drafted to support the supply of such data if deemed required by counsel to either School District or the College. The College conducts and reports regular and ongoing evaluations of the Dual Credit program effectiveness and uses the results for continuous improvement.

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