MEDICAL DISPUTES. The employee may obtain a second opinion, at the employee's expense, and in the event that there is a dispute between the Employer's doctor and the employee's doctor, both of these doctors shall select a third doctor whose decision shall be final and binding on the parties. The expense of the third doctor's opinion shall be split 50/50 by the Employer and the employee, if not covered by the employee's insurance.
MEDICAL DISPUTES. In the event of a dispute involving any employe e's physical ability to perform his/her job at the University when the employee is not satisfied with the determination of the University's physician, he/she may submit a report from a medical doctor of his/her own choosing and at his/her own expense. If the dispute still exists, at the request of the Association, the University's physician and the employee's doctor shall agree upon a third medical doctor to submit a report to the Employer and the employee, and the decision of such third party will be bind ing on both parties. The expenses of the report of the third party shall be shared equally by the Employer and the employee.
MEDICAL DISPUTES. In the event a medical dispute between the University's physician and the employee's physician involving an employee's ability to perform his/her job duties and if the employee is not satisfied with the determination of the University's physician, at the request of the Union the University's physician and the employee's physician shall attempt to agree upon a third medical doctor to resolve the dispute. The third medical doctor would submit a report to the University and the employee, and the decision of this third doctor would be binding on both parties. If the University's doctor and the employee's doctor cannot agree on a third doctor, the examination will be performed at Xxxxx Xxxx Hospital or Xxxxxxx Xxxxxxxx Hospital (Royal Oak) and the results of the examination will be binding on both parties. The University and the employee shall share the costs of the examination by an agreed-upon third medical doctor or an examination at Xxxxx Xxxx Hospital or Xxxxxxx Xxxxxxxx Hospital equally.
MEDICAL DISPUTES. In the event that the Employer has a reasonable belief that an Employee is unable to perform his or her employment responsibilities because of a physical or mental health condition, the Employee will be required to submit to a medical examination as determined by the Office of the University Physician. In the event that the Employer requires such a medical examination, the Employee shall be given notice in writing of the reasons for requiring the examination.
MEDICAL DISPUTES. In the event a medical dispute between the University's physician and the employee's physician involving an employee's ability to perform his/her job duties and if the employee is not satisfied with the determination of the University's physician, at the request of the Union the University's physician and the employee's physician shall attempt to agree upon a third medical doctor to resolve the dispute. The third medical doctor would submit a report to the University and the employee, and the decision of this third doctor would be binding on both parties. If the University's doctor and the employee's doctor cannot agree on a third doctor, the examination will be performed at Xxxxx Xxxx
MEDICAL DISPUTES. The Employer reserves the right to require an employee, at the Employer's expense, if not covered by the Employee's insurance, to take a physical or mental examination if it should appear that said employee is having difficulty in performing his/her duties. The physical or mental examination shall be given by a doctor selected by the Employer. If the Employee is not satisfied with the determination of the designated physician of the Employer, he/she may submit a report from a doctor of his/her own choosing. If the dispute still exists, at the request of the Employer or employee, the designated physician of the Employer and the Employee's doctor shall agree upon a third doctor to submit a report to the Employer and the Employee, and the decision of such third party shall be binding on all the parties. The expense of the third party shall be paid by the Employer if not covered by the Employee's insurance.
MEDICAL DISPUTES. I. In the event that the Employer has a reasonable belief that an Employee is unable to perform his or her employment responsibilities because of a physical or mental health condition, the Employee will be required to submit to a medical examination as determined by the Office of the University Physician. In the event that the Employer requires such a medical examination, the Employee shall be given notice in writing of the reasons for requiring the examination.
II. If the employee is not satisfied with the results of the medical examination, he/she may submit a report from a health care provider of his/her own choosing. The Employee may submit the charges of this examination to any and all insurances for which the examination may be covered. If a balance remains following the application of insurance, the remaining expenses of this examination shall be paid by the Employee.
III. If the dispute still exists, at the request of the Union, the University's physician and the employee's health care provider shall agree upon a third health care provider who will conduct a medical examination and submit a report to the Employer and the Employee. The decision of such third party will be binding. The expenses of this report shall be shared equally between the Employer and Employee. For purposes of this examination, charges to the Employee may be submitted to any and all employee insurances for which the examination may be covered. If a balance remains following the application of the Employers one-half and the Employees insurance, the remaining expenses shall be the responsibility of the Employee.
IV. As long as the Employee makes a reasonable effort to secure the cooperation of his or her health care provider in the selection of a third health care provider, the Employer will not seek to discipline or discharge the Employee for a delay in this process which is beyond his or her control.
V. The University, with reasonable belief, may place an employee on an unpaid leave of absence pending the above review. The employee may substitute available paid leave pursuant to the terms of the particular leave policy.
MEDICAL DISPUTES. A situation involving an Operator who is removed from service or refused permission to return to work from sick leave or a leave of absence due to a physical or mental disability preventing the Operator from performing all of their duties will be handled in the following manner:
Step 1: Operators shall present to Human Resources a medical release from the physician that authorizes them to perform essential functions of their position. In the absence of such a medical release, the parties agree that no dispute exists. If the Employer does not accept the medical release, the Employer will, at its expense, refer the Operator to a physician of its choice for a medical examination. If the Employer's physician authorizes the Operator’s return to work, the Operator will be allowed to work, and the Employer agrees to pay all back wages and benefits from the date of the Operator’s original medical release. In the event the Employer's physician does not authorize the Operator’s return to work and the Operator still wishes to work, the Employer and Union will meet to resolve the issue. If no agreement can be reached, the Union may submit the matter to medical arbitration, as outlined in Step 2.
Step 2: When the Operator’s physician and the Employer's physician disagree on whether the Operator may return to work, the two physicians shall discuss the issue. In the event these physicians cannot resolve the issue, the two physicians shall select a third physician who is a specialist in the appropriate field of medicine. The third physician shall serve as an arbitrator and will examine the Operator to determine whether the Operator can perform the essential functions of the position. The decision of the medical arbitrator shall be final and binding on the parties. The fees and expenses of the medical arbitrator shall be borne by the Employer. Should the medical arbitrator rule in favor of the Operator, the Operator shall be returned to work without loss in seniority. The medical arbitrator shall determine the date upon which the Operator, in the arbitrator's opinion, was able to fully perform the duties of the position.
