Common use of Minute Clarification Clause in Contracts

Minute Clarification. The parties agree that the District may assign employees who are unable to perform the full scope of their current job to temporary modified work consistent with the employee’s functional limitations when and where, in the judgment of the District, such work is available and where it may be accommodated without adverse consequence to the department or disruption in services or operations. Temporary modified work will be considered on a case-by-case basis. Temporary modified work may involve modification of an employee’s own job or assignment to work outside of an employee’s current position. The Employee Services Division of the Human Resources Department, in consultation with the Police Department, will determine eligibility for participation in the Temporary Modified Assignment Program and will coordinate temporary work positions/assignments. Temporary Modified Assignments shall be for ninety (90) days. However, the District may, within its sole discretion, by and through the Chief of Police, in conjunction with the Employee Services Division in Human Resources, review the Temporary Modified Assignment (TMA) after the 90-day period has expired to determine whether there are other eligible employees who can assume the TMA. If there are no eligible employees, the TMA may be extended on a week-to week basis, not to exceed an additional ninety (90) days. When possible, the District will attempt to give the employee relinquishing the TMA a four (4) working day notice. It shall be the duty of every employee to cooperate fully and promptly with the Coordinators. Notification of changes in medication, medical condition and restriction/limitations shall be promptly communicated to the Benefits Department along with supportive documentation, acceptable to the District. In administering the Temporary Modified Assignment Program, BART may communicate directly with the employee’s physician(s) regarding the employee’s medical limitations, functional restrictions, job requirements in the employee’s regular assignment, job requirements in any modified duty assignment under consideration, and return to work status. Such communication will be done with the employee’s written authorization when required by law. Employees participating in the Temporary Modified Assignment Program shall retain all contractual benefits not inconsistent with the objectives of the Program. If an assignment is identified which, in the judgment of the District, is within the employee’s medical limitations and restrictions, the employee shall return to work. The District may change regular days off (RDO) and work hours while an employee is in the Temporary Modified Assignment Program. However, except for Officers receiving 4850 benefits, employees shall have the option to decline any initial or subsequent assignment which is a change from the employee’s last regular bidded shift, RDO or location. If the employee declines the temporary modified assignment, the District and the employee shall meet to determine if an alternate assignment is available subject to the employee’s rights as set forth above.

Minute Clarification. The parties agree that the District may assign employees who are unable to perform the full scope of their current job to temporary modified work consistent with the employee’s functional limitations when and where, in the judgment of the District, such work is available and where it may be accommodated without adverse consequence to the department or disruption in services or operations. Temporary modified work will be considered on a case-by-case basis. Temporary modified work may involve modification of an employee’s own job or assignment to work outside of an employee’s current position. The Employee Services Division of the Human Resources Department, in consultation with the Police Department, will determine eligibility for participation in the Temporary Modified Assignment Program and will coordinate temporary work positions/assignments. Temporary Modified Assignments shall be for ninety (90) days. However, the District may, within its sole discretion, by and through the Chief of Police, in conjunction with the Employee Services Division in Human Resources, review the Temporary Modified Assignment (TMA) after the 90-day period has expired to determine whether there are other eligible employees who can assume the TMA. If there are no eligible employees, the TMA may be extended on a week-to week basis, not to exceed an additional ninety (90) days. When possible, the District will attempt to give the employee relinquishing the TMA a four (4) working day notice. It shall be the duty of every employee to cooperate fully and promptly with the Coordinators. Notification of changes in medication, medical condition and restriction/limitations shall be promptly communicated to the Benefits Department along with supportive documentation, acceptable to the District. In administering the Temporary Modified Assignment Program, BART may XXXX xay communicate directly with the employee’s physician(s) regarding the employee’s medical limitations, functional restrictions, job requirements in the employee’s regular assignment, job requirements in any modified duty assignment under consideration, and return to work status. Such communication will be done with the employee’s written authorization when required by law. Employees participating in the Temporary Modified Assignment Program shall retain all contractual benefits not inconsistent with the objectives of the Program. If an assignment is identified which, in the judgment of the District, is within the employee’s medical limitations and restrictions, the employee shall return to work. The District may change regular days off (RDO) and work hours while an employee is in the Temporary Modified Assignment Program. However, except for Officers receiving 4850 benefits, employees shall have the option to decline any initial or subsequent assignment which is a change from the employee’s last regular bidded shift, RDO or location. If the employee declines the temporary modified assignment, the District and the employee shall meet to determine if an alternate assignment is available subject to the employee’s rights as set forth above.

Minute Clarification. The parties agree that the District may assign employees who are unable to perform the full scope of their current job to temporary modified work consistent with the employee’s functional limitations when and where, in the judgment of the District, such work is available and where it may be accommodated without adverse consequence to the department or disruption in services or operations. Temporary modified work will be considered on a case-by-case basis. Temporary modified work may involve modification of an employee’s own job or assignment to work outside of an employee’s current position. The Employee Services Division of the Human Resources Department, in consultation with the Police Department, will determine eligibility for participation in the Temporary Modified Assignment Program and will coordinate temporary work positions/assignments. Temporary Modified Assignments shall be for ninety (90) days. However, the District may, within its sole discretion, by and through the Chief of Police, in conjunction with the Employee Services Division in Human Resources, review the Temporary Modified Assignment (TMA) after the 90-day period has expired to determine whether there are other eligible employees who can assume the TMA. If there are no eligible employees, the TMA may be extended on a week-to week basis, not to exceed an additional ninety (90) days. When possible, the District will attempt to give the employee relinquishing the TMA a four (4) working day notice. It shall be the duty of every employee to cooperate fully and promptly with the Coordinators. Notification of changes in medication, medical condition 2005-2009 XXXX 00 and restriction/limitations shall be promptly communicated to the Benefits Department along with supportive documentation, acceptable to the District. In administering the Temporary Modified Assignment Program, BART may communicate directly with the employee’s physician(s) regarding the employee’s medical limitations, functional restrictions, job requirements in the employee’s regular assignment, job requirements in any modified duty assignment under consideration, and return to work status. Such communication will be done with the employee’s written authorization when required by law. Employees participating in the Temporary Modified Assignment Program shall retain all contractual benefits not inconsistent with the objectives of the Program. If an assignment is identified which, in the judgment of the District, is within the employee’s medical limitations and restrictions, the employee shall return to work. The District may change regular days off (RDO) and work hours while an employee is in the Temporary Modified Assignment Program. However, except for Officers receiving 4850 benefits, employees shall have the option to decline any initial or subsequent assignment which is a change from the employee’s last regular bidded shift, RDO or location. If the employee declines the temporary modified assignment, the District and the employee shall meet to determine if an alternate assignment is available subject to the employee’s rights as set forth above.

Minute Clarification. The parties agree that the District may assign employees who are unable to perform the full scope of their current job to temporary modified work consistent with the employee’s 's functional limitations when and where, in the judgment of the District, such work is available and where it may be accommodated without adverse consequence consequences to the department or disruption in services or operations. Temporary modified work will be considered on a case-by-case basis. Temporary modified work may involve modification of an employee’s 's own job or assignment to work outside of an employee’s 's current position. The Employee Services Division of the Human Resources Department, in consultation with the Police Department, will determine eligibility for participation in the Temporary Modified Assignment Program and will coordinate temporary work positions/assignments. Temporary Modified Assignments shall be for ninety (90) days. However, the District may, within its sole discretion, by and through the Chief of Police, in conjunction with the Employee Services Division in Human Resources, review the Temporary Modified Assignment (TMA) after the 90-day period has expired to determine whether there are other eligible employees who can assume the TMA. If there are no eligible employees, the TMA may be extended on a week-to week basis, not to exceed an additional ninety (90) days. When possible, the District will attempt to give the employee relinquishing the TMA a four (4) working day notice. It shall be the duty of every employee to cooperate fully and promptly with the Coordinators. Notification of changes in medication, medical condition and restriction/limitations shall be promptly communicated to the Benefits Department along with supportive documentation, acceptable to the District. In administering the Temporary Modified Assignment Program, BART may communicate directly with the employee’s 's physician(s) regarding the employee’s 's medical limitations, functional restrictions, job requirements in the employee’s 's regular assignment, job requirements in any modified duty assignment under consideration, and return to work status. Such communication will be done with the employee’s 's written authorization when required by law. Employees participating in the Temporary Modified Assignment Program shall retain all contractual benefits not inconsistent with the objectives of the Program. If an assignment is identified which, in the judgment of the District, is within the employee’s 's medical limitations and restrictions, the employee shall return to work. The District may change regular days off (RDO) and work hours while an employee is in the Temporary Modified Assignment Program. However, except for Officers receiving 4850 benefits, employees shall have the option to decline any initial or subsequent assignment which is a change from the employee’s 's last regular bidded shift, RDO or location. If the employee declines the temporary modified assignment, the District and the employee shall meet to determine if an alternate assignment is available subject to the employee’s 's rights as set forth above. For the purposes of this Program, assignment to LMA shall not be considered a change in location.

Minute Clarification. The parties agree that the District may assign employees who are unable to perform the full scope of their current job to temporary modified work consistent with the employee’s functional limitations when and where, in the judgment of the District, such work is available and where it may be accommodated without adverse consequence to the department or disruption in services or operations. Temporary modified work will be considered on a case-by-case basis. Temporary modified work may involve modification of an employee’s own job or assignment to work outside of an employee’s current position. The Employee Services Division of the Human Resources Department, in consultation with the Police Department, will determine eligibility for participation in the Temporary Modified Assignment Program and will coordinate temporary work positions/assignments. Temporary Modified Assignments shall be for ninety (90) days. However, the District may, within its sole discretion, by and through the Chief of Police, in conjunction with the Employee Services Division in Human Resources, review the Temporary Modified Assignment (TMA) after the 90-day period has expired to determine whether there are other eligible employees who can assume the TMA. If there are no eligible employees, the TMA may be extended on a week-to week basis, not to exceed an additional ninety (90) days. When possible, the District will attempt to give the employee relinquishing the TMA a four (4) working day notice. It shall be the duty of every employee to cooperate fully and promptly with the Coordinators. Notification of changes in medication, medical condition and restriction/limitations shall be promptly communicated to the Benefits Department along with supportive documentation, acceptable to the District. In administering the Temporary Modified Assignment Program, BART may xxx communicate directly with the employee’s physician(s) regarding the employee’s medical limitations, functional restrictions, job requirements in the employee’s regular assignment, job requirements in any modified duty assignment under consideration, and return to work status. Such communication will be done with the employee’s written authorization when required by law. Employees participating in the Temporary Modified Assignment Program shall retain all contractual benefits not inconsistent with the objectives of the Program. If an assignment is identified which, in the judgment of the District, is within the employee’s medical limitations and restrictions, the employee shall return to work. The District may change regular days off (RDO) and work hours while an employee is in the Temporary Modified Assignment Program. However, except for Officers receiving 4850 benefits, employees shall have the option to decline any initial or subsequent assignment which is a change from the employee’s last regular bidded shift, RDO or location. If the employee declines the temporary modified assignment, the District and the employee shall meet to determine if an alternate assignment is available subject to the employee’s rights as set forth above.