MEDICAL SEPARATION. If the Employee Health Physician determines that the member should be medically separated and the member's treating physician disagrees, the City and the member will mutually select a third physician to resolve the disagreement. The cost of such evaluation and/or examination by the mutually agreed upon third physician shall be paid by the city if the third physician agrees with the member’s treating physician or by the member, if the third physician agrees with the Employee Health Physician. The decision of the third physician shall be submitted to the Department Head or his designee for consideration in determining whether medical separation is appropriate. A member opting for a third physician review must authorize his treating physician to release all relevant medical information to the City Physician. If the third physician agrees with the member’s treating physician, the member shall immediately be placed on full duty status.
MEDICAL SEPARATION. A. Employees who become unable to perform the essential, assigned functions fully, due to disability or medical conditions, may be separated.
1. Employees separated under this Article who had attained regular status are eligible for special reemployment procedures.
2. The University shall pay the costs of any medical examinations required by the University.
MEDICAL SEPARATION. A. Employees who become unable to perform the essential, assigned functions fully, due to disability or medical conditions, may be separated.
1. Prior to medical separation, the University will determine what accommodation, if any, may be reasonably provided. Such accommodation, if any, shall be provided in accordance with the provisions of Article 21 – Reasonable Accommodation.
2. Employees separated under this Article who had attained regular status are eligible for special reemployment procedures.
3. The University shall pay the costs of any medical examinations required by the University.
MEDICAL SEPARATION. A. When the University determines that an employee is unable to satisfactorily perform essential assigned functions due to a handicap or other medical condition, that employee may be medically separated. A medical separation may also be based on the receipt of disability payments from a retirement system to which the University contributes. Non-probationary career employees separated under this Article are eligible for special employment procedures.
B. The University shall pay the reasonable costs of any medical examinations requested by the University.
C. Written notice of intent to medically separate shall be given to the employee either by delivery of the notice to the employee in person, or by proof of service. The notice shall:
1. inform the employee of the action intended, the reason for the action and the effective date of the action; and
MEDICAL SEPARATION. A. Medical separation is a separation from employment when a librarian is unable to perform essential assigned functions satisfactorily, as determined by the University, because of any handicap or medical (including psychological) condition. A librarian who is medically separated is eligible for special reemployment procedures as set forth in Section H. below. Except by mutual consent, a librarian shall not be medically separated under this Article while on any authorized leave.
B. Except as provided in C. below, a medical separation shall be based on:
1. a statement describing the essential functions the librarian is not performing satisfactorily; and,
2. any medical, psychiatric or other pertinent information presented by the librarian, the medical examiner of the librarian, or the University.
C. A medical separation may be based on the receipt of long term disability payments from a retirement system to which the University contributes, such as UCRS or PERS.
D. The University shall pay the reasonable costs of any medical and/or psychiatric examinations requested by the University. When feasible, the University will present the librarian with a list of authorized medical practitioners from which the librarian shall make a selection, unless the parties mutually agree to use a medical practitioner not on the list.
E. When the University intends to medically separate a librarian, the librarian shall be given written notice of the intent to separate for medical reasons. The notice shall:
1. be given to the librarian either by delivery of the notice to the librarian in person, or by mail with Proof of Service;
2. state the reason for the medical separation;
3. include copies of pertinent material considered, except that excluded by medical privilege or applicable statute;
4. state that the librarian or representative has the right to respond, and to whom, within ten (10) calendar days from the date of issuance of such notice intent, either orally or in writing, regarding the medical separation; and
5. state the proposed effective date of the action, which shall be no earlier than thirty (30) calendar days from the date of this notice.
F. Upon written request of the librarian, the University will request that copies of medical records from the University appointed medical examiner be forwarded to the physician of record or choice of the librarian.
G. If the University determines that a medical separation is appropriate and that no reasonable accommodation can ...
MEDICAL SEPARATION. 1. When the County determines that an employee is unable to satisfactorily perform essential assigned functions due to a disability or other medical condition, for which no reasonable accommodation can be made, that employee may be medically separated from County service. This procedure shall apply regardless of the cause of the disability or medical condition.
2. A medical separation shall be based on:
a. A statement describing the essential functions the employee is not performing satisfactorily or is not capable of performing, and;
b. A description of any reasonable accommodations considered and why these have not enabled the employee to perform essential assigned functions satisfactorily, and;
c. Any medical, psychiatric or other pertinent information presented by the employee or the County.
3. The County shall pay the reasonable costs of any medical examinations required by the County.
4. An employee shall not be eligible for medical separation unless the following criteria have been satisfied.
a. The employee is unable to satisfactorily perform essential assigned functions due to a disability or other medical condition;
b. The disability or medical condition will continue for a period of time which will be detrimental to the needs of the department;
c. All available leave balances (sick leave, vacation, personal holiday, CTO) have been exhausted;
d. The employee has exhausted any medical leave of absence(s) without pay provided under Personnel Rule 6.10. The only exception to this criteria is if the prognosis indicates that the condition is permanent or will exist for a period of time that would exceed the period of time allowed for a medical leave of absence.
5. Written notice of intent to medically separate shall be given to the employee either by delivery of the notice to the employee in person, or by mail. The notice shall:
a. inform the employee of the action intended, the reason for the action as specified in Section 2, a, b and c above and the effective date of the action;
b. inform the employee of the right to respond and to whom to respond within ten (10) calendar days from the date of such notice of intent in accordance with instructions given by the County in the written notice sent to the employee; and
c. inform the employee of the right to apply for a disability retirement, if the employee meets the criteria.
6. After review of the employee's timely response, if any, the County shall notify the employ- ee of any action to be taken. Such ...
MEDICAL SEPARATION. (A) For non-disciplinary reasons, an employee's employment may be terminated or an employee may be reduced in rank because of a disability and/or exhaustion of protected leaves which precludes the employee from the proper performance of the essential duties of their job on a regular full time basis.
(B) Prior to any action taken pursuant to this provision, such action is subject to an exhaustion of disability and/or protected leaves meeting.
MEDICAL SEPARATION. A regular status employee with a serious health condition who has exhausted all of his/her own accrued paid leave balances may submit a written request to the Agency for a ‘voluntary medical separation’. A voluntary medical separation is a voluntary resignation for medical reasons. The employee shall attach a doctor’s certification to the request attesting to the employee’s serious health condition.
MEDICAL SEPARATION. The University shall give the employee a written notice of intent to medically separate. Delivered in person, or first class mail. Proof of service shall accompany the notice of intent. Employee has the right to respond within ten (10) calendar days from the date of issuance of such notice of intent. After review of the employee's timely response, if any, the University shall notify the employee of any action to be taken. An effective date of separation shall be at least ten (10) calendar days from the date of issuance of notice of intention to separate (pursuant to section B.1 above) or timely receipt of the employee's response, if any, whichever is later. The effective date of separation and the employee's rights to appeal shall be included in such letter.
MEDICAL SEPARATION. A. When a non-probationary career employee is unable to perform essential assigned functions fully due to a medical condition, documented by the employee's physician and/or a University-appointed physician, he/she may be medically separated.
B. A medical separation may also be based on the receipt of disability payments from a retirement system to which the University contributes.
C. The University shall pay the reasonable costs of any medical examinations required by the University.
D. An employee shall not be separated under this Article while he/she is drawing accrued sick leave. However, the employee may be separated for medical or other reasons if the date of separation was set prior to the commencement of sick leave and if the employee is afforded all rights provided by the employee's retirement system.
