Modified Duty. When an employee cannot perform the full range of duties of the classification as a result of an illness or injury, such employee may be assigned modified duty if reasonable accommodation can be made. Modified duty may be assigned after medical release by a City-designated physician that indicates the employee's work restrictions.
Modified Duty. It is advantageous to City operations in certain circumstances to allow employees who are unable to perform their full duties, due to a non-work related illness or injury, to return to work on a modified duty basis. The City has a policy of allowing such modified duty when the employee can perform a substantial portion of their normal duties, the work to be performed is befitting of their pay grade, and the work benefits the City. The City interprets “substantial portion of their normal duties” to include work that the employee is qualified to perform, that is deemed necessary by the Fire Chief, that must be performed in a timely fashion, and to which the department has limited resources to commit. Under normal circumstances, such modified duty shall not be assigned for a period exceeding 80 hours per injury or illness. The City may extend modified duty beyond 80 hours at its sole discretion. The Fire Chief’s decision as to whether appropriate light duty is available in the department and its duration is not grievable. Human Resources Department’s review and final determination by the City as to whether or not the light duty submitted by the Fire Chief meets the standards of the policy, is grievable under the contract. Any employee approved for modified duty shall be transferred to day shift for the duration of their modified duty assignment, and such transfer will not be subject to the notice provisions of Article VII.
Modified Duty. (A) An employee injured on the job and determined by the treating physician to be 8 temporarily totally disabled shall be placed on industrial insurance. The 9 determination will be verified by the physician completing the Form C-4.
Modified Duty. When an employee is injured on the job and, according to their physician, is able to return to "light duty," the City will make every effort to place the employee in a modified duty assignment until he or she is released back to full duty. The nature of the assignment will depend on the physical restrictions of the employee as stated by the treating physician and the availability of a modified position in the employee’s normal department or another department that is consistent with the physical restrictions. Notwithstanding the above, the acceptance of a modified duty assignment, if available, will be mandatory.
Modified Duty. MODIFIED/ALTERNATE DUTY PROGRAM PURPOSE To enable employees who have an injury, illness, or accident, as outlined by a health care provider/treating physician (“health care provider”), that renders them temporarily unable to perform one or more of the essential functions/job duties listed in their Job Specification to work in a Modified/Alternate Duty Assignment. This program is not available to those who have received permanent restrictions from a health care provider and should not be construed as recognition that an employee has a disability as defined by the Americans with Disabilities Act (ADA) or 1990 or the ADA Amendments Act (ADAAA) of 2009.
Modified Duty. In the event of a work- related injury or illness, the City may assign reasonable modified duty consistent with the employee’s medical restrictions as determined by their health care provider. If a worker refuses modified duty they will become ineligible for Time Loss and City Supplemental Pay.
Modified Duty. If, prior to the first anniversary of the Closing Date, Purchaser fails to continue to accommodate the modified or alternative work arrangements that are currently in place for each of the Transferred US Employees set forth on Section 5.8(viii)(A) of the Disclosure Schedule (the “Modified Duty Employees”), except if such failure to accommodate is the result of a termination of such Modified Duty Employee’s employment for cause, then Sellers and the Purchaser shall share the applicable worker’s compensation liability, as determined by the applicable worker’s compensation state Law, in proportion to the length of time such Modified Duty Employee was on modified duty with a Seller or Transferred Entity before the Closing Date and Purchaser after the Closing Date. If such failure to accommodate described in the preceding sentence occurs with respect to a Modified Duty Employee following the first anniversary of the Closing Date or if a Modified Duty Employee voluntarily leaves employment at any time for any reason other than an unjustified failure by Purchaser to accommodate, then Sellers shall bear all applicable worker’s compensation liability with respect to such Modified Duty Employee and Purchaser shall not share any of such liability with Sellers.
Modified Duty. An Employee may request modified duty, should the Employee be injured on duty or off duty, and unable to perform one or more duties of his or her position. Management shall have the sole right to assign (or not assign) Employees to modified duty, including without limitation, the sole right to determine whether to make modified duty available and to determine any and all terms thereof, without regard to past practices or other circumstances. If and when management decides to assign modified duty for employees injured on duty, Employees assigned to the 24/48 schedule shall report to their normal shift day from 6 a.m. to 10 p.m., if compatible with the employee’s medical restrictions, or otherwise this schedule may be modified by mutual agreement. An Employee may not unreasonably refuse available work within the Employee’s work restrictions. A request for modified duty assignment shall be contingent upon a competent written medical opinion of a treating physician which clearly states what restrictions the Employee requires to be able to safely and effectively work. Management will refuse a request for modified duty assignment if the Employee does not provide sufficient information. Management may also require the Employee to submit to any additional medical examination it deems appropriate, at the Village’s expense, at any time (prior to granting modified duty, during modified duty assignment, and/or returning to full duty), to determine the Employee’s capabilities and/or ability to work safety and effectively. The employee must demonstrate acceptable performance and reasonable effort within the restrictions specified while working, if modified duty is granted. Each request for modified duty will be evaluated on a case-by-case basis. Any Employee granted modified duty shall not be eligible for modified duty for a period in excess of one (1) year maximum, although nothing in the maximum is a guarantee that modified duty will be granted or would be granted for a lesser period of time. There shall be no pyramiding of benefits involving modified duty assignment, worker’s compensation benefits, or other disability-related benefit.
Modified Duty. When employees suffer work-related or non work-related injuries, unless the treating physician provides a full release from work, the employees may be considered eligible for a temporary modified or light-duty assignment to minimize lost time and to serve to facilitate the transition back to the employee’s regular duties or full-time work. Modified or light-duty assignments shall be designed to accommodate medical restrictions specified by the employee’s physician and may include work in the same job classification or a different job classification at the employee’s regular salary rate. These assignments are intended to address short-term medical restrictions. The duration of the assignment shall be determined by the District’s Return-to-Work Program with the District’s Workers’ Compensation provider. These assignments shall not be used as a means to establish new assignments or displace other employees. In the event the unit member believes the alternate work duties are not appropriate, the unit member will contact Human Resources, at which time the unit member will be informed by Human Resources of their right to Federation representation and a meeting will be scheduled.
Modified Duty. When an employee is injured on the job and, according to their physician, is able to return to work with limitations, the City will make every effort to place the employee in a modified duty assignment as closely approximating as possible the type of work the employee normally does, until he or she is released back to full duty. The nature of the assignment will depend on the physical restrictions of the employee as stated by the treating physician and the availability of a modified position in the department that is consistent with the physical restrictions. Notwithstanding the above, the acceptance of a modified duty assignment, if available, will be mandatory.
