Common use of Medical Grievances Clause in Contracts

Medical Grievances. Grievances concerning medical issues (excluding issues covered under Section 9.4) shall follow the procedure below. Medical issues are defined as grievances involving medical issues, including but not limited to the nonpayment of I.O.D. bills; removal of an Officer from duty for medical reasons; refusal to return an Officer to duty from medical roll; classification of an injury as non- I.O.D. and the Benefits Management Office's denial of payment of medical and hospital bills of an Officer or his or her covered dependent under the Employer's self-funded health care plan. Step One: Initiating a Medical Grievance. Grievances concerning the Benefits Management Office's denial of payment of medical and hospital bills will be filed with the Management and Labor Affairs Section within ten (10) working days following the events or circumstances giving rise to the grievance or where first known by the grievant, but in no event later than thirty-five (35) calendar days following the events or circumstances giving rise to the grievance. All other grievances concerning medical issues will be filed with the Medical Services Section within ten (10) working days following the events or circumstances giving rise to the grievance or where first known by the grievant, but in no event later than thirty-five (35) calendar days following the events or circumstances giving rise to the grievance. If the determination at Step One is not satisfactory, the Lodge may by written request made within fifteen (15) days of the Step One response, or the expiration of the period for said response submit the matter for mediation. Step Two: Mediation of Medical Grievances. At mediation, representatives of the Lodge, the Police Department, the Benefits Management Office and the Finance Committee of the City Council, shall participate, as needed. Any settlements reached in the mediation proceedings shall be binding upon the parties. Medical mediation sessions shall occur each thirty (30) days. The parties shall split evenly the cost of the Mediator's fees and expenses. The grievant shall be provided with the relevant medical records within the possession of the Medical Section, the Committee on Finance, Benefits Management Office and Management & Labor Affairs Section. A release shall be required for production of medical records. The relevant medical records shall include the Medical Services Section's determination of the grievant's status and the response to the grievance. The above records shall be submitted to the Lodge by the Department within forty-five (45) days of the Department's receipt of the Lodge's releases and mediation agenda, setting forth the grievants' names. Relevant records from the Medical Section, the Committee on Finance, the Benefits Management Office and Management and Labor Affairs Section shall be provided as stated above and throughout the grievance process until the grievance is fully resolved. Relevant documents to be produced by the Benefits Management Office in mediation are limited to medical records, claim forms, medical bills, explanation of benefits, and recommendation to and decision of the Benefits Committee regarding the claim. This definition of relevant records to be produced by the Benefits Management Office does not preclude the Lodge from subpoenaing additional relevant documentation in response to the scheduling of an arbitration of a grievance. Step Three: Arbitration. If the grievance is not resolved at Step Two, the Lodge upon written request within thirty (30) days of the date of mediation, may demand arbitration. The Mediator shall not be selected as the Arbitrator for the same case. The arbitration hearing shall be scheduled to commence within thirty (30) days of the selection of the Arbitrator unless the parties agree otherwise. Within ten (10) days of the Lodge's demand for arbitration, the Employer and Lodge shall attempt to mutually agree upon an Arbitrator. If they fail to agree, a list of seven qualified neutrals shall be requested from the American Arbitration Association. Within five (5) days after receipt of the list, the parties shall select an Arbitrator. Both the Employer and the Lodge shall alternately strike names from the list. The remaining person shall be the Arbitrator.

Medical Grievances. Grievances concerning medical issues (excluding issues covered under Section 9.4) shall follow the procedure below. Medical issues are defined as grievances involving medical issues, including but not limited to the nonpayment of I.O.D. bills; removal of an Officer officer from duty for medical reasons; refusal to return an Officer officer to duty from medical roll; classification of an injury as non- non-I.O.D. and the Benefits Management Office's ’s denial of payment of medical and hospital bills of an Officer officer or his or her covered dependent under the Employer's ’s self-funded health care plan. Step One: Initiating a Medical Grievance. Grievances concerning the Benefits Management Office's ’s denial of payment of medical and hospital bills will be filed with the Management and Labor Affairs Section within ten (10) working days following the events or circumstances giving rise to the grievance or where first known by the grievant, but in no event later than thirty-five (35) calendar days following the events or circumstances giving rise to the grievance. All other grievances concerning medical issues will be filed with the Medical Services Section within ten (10) working days following the events or circumstances giving rise to the grievance or where first known by the grievant, but in no event later than thirty-five (35) calendar days following the events or circumstances giving rise to the grievance. If the determination at Step One is not satisfactory, the Lodge may by written request made within fifteen (15) days of the Step One response, or the expiration of the period for said response submit the matter for mediation. Step Two: Mediation of Medical Grievances. At mediation, representatives of the Lodge, the Police Department, the Benefits Management Office and the Finance Committee of the City Council, shall participate, as needed. Any settlements reached in the mediation proceedings shall be binding upon the parties. Medical mediation sessions shall occur each thirty (30) days. The parties shall split evenly the cost of the Mediator's ’s fees and expenses. The grievant shall be provided with the relevant medical records within the possession of the Medical Section, the Committee on Finance, Benefits Management Office and Management & Labor Affairs Section. A release shall be required for production of medical records. The relevant medical records shall include the Medical Services Section's ’s determination of the grievant's ’s status and the response to the grievance. The above records shall be submitted to the Lodge by the Department within forty-five (45) days of the Department's ’s receipt of the Lodge's ’s releases and mediation agenda, setting forth the grievants' ’ names. Relevant records from the Medical Section, the Committee on Finance, the Benefits Management Office and Management and Labor Affairs Section shall be provided as stated above and throughout the grievance process until the grievance is fully resolved. Relevant documents to be produced by the Benefits Management Office in mediation are limited to medical records, claim forms, medical bills, explanation of benefits, and recommendation to and decision of the Benefits Committee regarding the claim. This definition of relevant records to be produced by the Benefits Management Office does not preclude the Lodge from subpoenaing additional relevant documentation in response to the scheduling of an arbitration of a grievance. Step Three: Arbitration. If the grievance is not resolved at Step Two, the Lodge upon written request within thirty (30) days of the date of mediation, may demand arbitration. The Mediator shall not be selected as the Arbitrator for the same case. The arbitration hearing shall be scheduled to commence within thirty (30) days of the selection of the Arbitrator unless the parties agree otherwise. Within ten (10) days of the Lodge's demand for arbitration, the Employer and Lodge shall attempt to mutually agree upon an Arbitrator. If they fail to agree, a list of seven qualified neutrals shall be requested from the American Arbitration Association. Within five (5) days after receipt of the list, the parties shall select an Arbitrator. Both the Employer and the Lodge shall alternately strike names from the list. The remaining person shall be the Arbitrator.ten

Medical Grievances. Grievances Effective sixty (60) days after the ratification of this Agreement, grievances concerning medical issues (excluding issues covered under Section 9.4) shall follow the procedure below. Medical issues are defined as grievances involving medical issues, including but not limited to the nonpayment of I.O.D. duty-related hospital or medical bills; removal of an Officer employee from duty for medical reasons; refusal to return an Officer employee to duty from medical rollrolls; classification of an any injury as non- I.O.D. non-duty-related and the Benefits Management Office's ’s denial of payment of medical and hospital bills of an Officer employee or his or her covered dependent under the Employer's self-funded health care planCity of Chicago Medical Care Plan for Employees. Step One: Initiating a Medical Grievance. Grievances concerning the Benefits Management Office's ’s denial of payment of medical and hospital bills will be filed with the Management and Labor Affairs Section Bureau of Employee Relations within ten (10) working business days following the events or circumstances giving rise to the grievance or, if later, the date on which either the employee or where first his Union Xxxxxxx knew or reasonably should have known by the grievant, but in no event later than thirty-five (35) calendar days following the events or circumstances giving rise to the grievance. All other grievances concerning medical issues will be filed with the Medical Services Section within ten (10) working days following the events or circumstances giving rise to the grievance or where first known by the grievant, but in no event later than thirty-five (35) calendar days following of the events or circumstances giving rise to the grievance. If the determination at Step One is not satisfactory, the Lodge Union may by written request made within fifteen (15) business days of the Step One response, or the expiration of the period for the said response submit the matter for mediation. Step Two: Mediation of Medical Grievances. At mediation, representatives of the LodgeUnion, the Police Fire Department, the Benefits Management Office and the Finance Committee of the City Council, shall participate, as needed. Any settlements settlement reached in the mediation proceedings shall be binding upon the parties. Medical mediation sessions shall occur each thirty every sixty (3060) days. The parties shall split evenly the cost of the Mediator's ’s fees and expenses. The grievant shall be provided with the relevant medical records within the possession of the Medical SectionSection of the Personnel Division, the Committee on Finance, Benefits Management Office and Management & Labor Affairs SectionBureau of Employee Relations. A release shall be required for production of medical records. The relevant medical records shall include the determination by the Medical Services Section's determination Section of the Personnel Division of the grievant's ’s status and the response to the grievance. The above records shall be submitted to the Lodge Union by the Department within forty-five (45) days of the Department's ’s receipt of the Lodge's releases Union’s release and mediation agenda, setting forth the grievants' namesgrievant’s name. Relevant records from the Medical SectionSection of the Personnel Division, the Committee on Finance, the Benefits Management Office and Management and Labor Affairs Section Bureau of Employee Relations shall be provided as stated above and throughout the grievance process until the grievance is fully resolved. Relevant documents to be produced by the Benefits Management Office in mediation are limited to medical records, claim forms, medical bills, explanation of benefits, and recommendation to and decision of the Benefits Committee regarding the claim. This definition of relevant records to be produced by the Benefits Management Office does not preclude the Lodge Union from subpoenaing additional relevant documentation in response to the scheduling of an arbitration of a grievance. Step Three: Arbitration. If the grievance is not resolved at Step Two, the Lodge Union upon written request within thirty (30) days of the date of mediation, may demand arbitration. The Mediator shall not be selected as the Arbitrator for the same case. The arbitration hearing shall be scheduled to commence within thirty (30) days of the selection of the Arbitrator unless the parties agree otherwise. Within ten (10) days of the Lodge's demand for arbitration, the Employer and Lodge shall attempt to mutually agree upon an Arbitrator. If they fail to agree, a list of seven qualified neutrals who are members of the National Academy of Arbitrators and who have offices within the Chicago Metropolitan Area shall be requested from the American Arbitration AssociationAssociation (AAA), unless the parties mutually agree to utilize the services of the Federal Mediation and Conciliation Services (FMCS). Within five (5) days after receipt of the list, the parties shall select an Arbitrator. Both the Employer and the Lodge shall alternately strike names from the list. The remaining person shall be the Arbitrator.five