- Medical Evaluations. In the event the Employer requires an employee to undergo a medical evaluation for any reason, either by the employee's personal physician or by a physician of the Employer's selection, the Employer shall pay the fee charged for such examination if such fee is not covered through the health insurance program made available to employees by the Employer and compensate the involved employee at their regular, straight-time rate of pay for regularly scheduled work time the employee was unable to work because of the examination.
- Medical Evaluations. Any medical evaluation shall be conducted by a medical professional. Under no circumstances shall any employee be tested for, or required to disclose medical information relating to, any condition not reasonably related to the performance of his or her duties. The results of any medical testing shall remain confidential, and shall not be disclosed to the employer, except that the examining professional shall inform the employer of any condition that might reasonably impair the employee’s ability to perform the job safely, either to himself or to others.
- Medical Evaluations. Where an employee has been absent due to illness or injury, the Superintendent or designee may require the employee to provide, prior to the employee's return to work, certification by an appropriate physician/health care provider that the employee is mentally and physically able to perform the essential functions of the employee's position. As a condition of continued employment, the Superintendent may also require an employee to provide certification by an appropriate physician/health care provider that the employee is mentally and physically able to perform the essential functions of the employee's position. It shall be the right of the Superintendent/designee to require that an employee obtain certification of illness by a physician/health care provider in any instance in which he/she has reason to believe that the employee's use of sick leave has not been for a bona fide illness. If certification is required, the Board agrees to pay the cost to the employee of such required certification which is not reimbursed by health insurance.
- Medical Evaluations. Employees who are required by the Company to undergo regular medical examinations as a result of the nature of their employment with the Company will have the cost of those medical evaluations paid by the Company.
- Medical Evaluations. Employees who are required by the Foundation to undergo regular medical examinations as a result of the nature of their employment with the Foundation shall have the cost of such medical evaluations borne by the Foundation.
- Medical Evaluations. Newly hired employees who the Agency requires to have a medical evaluation, shall either be compensated for such or provided the service as determined by the Employer.
- Medical Evaluations.
Section 1. All employees are required on an annual basis to complete a cardiac stress test and ultrasound medical screening. If necessary, employees are responsible to obtain follow up care based on their cardiac stress test and/or ultrasound medical screening. Medical results will not be reported to the City by the medical provider.
Section 2. All employees are encouraged to voluntarily participate in the following City- paid-for medical evaluations: • Bloodwork • Hearing and vision • Skin Cancer Screening • Fitness Screening • Ultrasound • Cardiac Stress Test • Physical Exam with Doctor or Nurse Practioner • Dietician Consultation
- Medical Evaluations. A. The BUYER may require SUBCONTRACTOR's employees to undergo medical evaluations, which may include medical qualification and medical monitoring, at BUYER’s expense, excluding requirements contained in Article 12.0 (DEAR 970.5223-4 - Workplace Substance Abuse Programs at DOE Sites - DEC 2000). The medical evaluation requirements will be communicated to the SUBCONTRACTOR through the BUYER’s authorized procurement representative specified in the Subcontract.
B. The Site Occupational Medical Contractor (SOMC) shall perform all medical examinations required for performance of this Work.
C. In the event that the SUBCONTRACTOR worker is determined medically unable to safely perform the assigned Work, the SUBCONTRACTOR shall be responsible for reassigning the worker, providing the appropriate accommodations, or providing qualified replacement workers as required by the BUYER.
D. The SUBCONTRACTOR shall provide the Subcontractor Employee termination notice in an email to the SOMC Scheduler (XXX_Xxxxxxxxx@xx.xxx), the Authorized Procurement Representative, and the BTR. The email notice shall contain the employee’s full name, HID number, job classification, and date of planned termination. The SUBCONTRACTOR shall make every attempt to provide the email notice at least seven calendar days prior to a planned employee termination. Additionally, the SUBCONTRACTOR shall evaluate the Subcontracted Employee’s EJTA Hazards and then offer the Subcontracted Employee a SOMC Termination Physical Exam or an appointment for a SOMC Separation Questionnaire based on those hazards. The SUBCONTRACTOR shall document this on the WRPS “Subcontractor Employee Termination Form,” or a Buyer approved equivalent. The completed executed form shall be submitted in an email to the authorized procurement representative and the BTR.
E. Any work performed by the terminating SUBCONTRACTOR employee after the Termination Physical Exam shall be light duty work activities.
F. The SUBCONTRACTOR shall be charged for any SUBCONTRACTOR employees that are no-shows at the scheduled medical evaluations, unless SOMC and the authorized procurement representative are notified three (3) working days in advance of the scheduled appointment. The no-show fee shall be $500 for each occurrence and be offset from any pending SUBCONTRACTOR invoice.
- Medical Evaluations. All 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,
- Medical 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 ...
