Modified Duty Assignment Clause Samples

Modified Duty Assignment. Regular employees, who are temporarily unable to perform the full duties of their regular assignment due to a job-related injury, may be placed on modified duty status in accordance with the following: a. Employees will be appointed to modified duty status within the bargaining unit, consistent with the employee’s ability to perform the major duties assigned, as directed by a physician’s statement at the time of application for a modified duty appointment. Modified duty may be assigned outside the employee’s bargaining unit when bargaining unit work is not available. b. Employees may be in modified duty status for a period not to exceed one hundred thirty (130) workdays in a twenty-four (24) month period beginning the first day of the first modified duty status. c. No more employees may be placed in modified duty status than will permit the District to perform required bargaining unit duties. d. Employees who are appointed to modified duty status shall receive the rate of pay earned in the position held prior to the injury, prorated for the number of hours the employee is able to work. e. Employees will be returned to their former position in accordance with contractual provisions and only with a release from a physician which indicates the employee is able to perform the duties of the assignment before the injury which may include a reasonable accommodation. f. All applicable Workers’ Compensation regulations will apply during the appointment to modified duty status. g. If an employee is unable to return to work after the use of ninety (90) consecutive workdays of modified duty, the employee will be placed in either leave without pay or Family Medical Leave status, in accordance with applicable contractual provisions, which may include Family Medical Leave Status. h. An employee may be required to be evaluated by a District appointed physician at no cost to the employee, prior to or during the appointment to modified duty status.

Modified Duty Assignment. The Board and the Union shall make every attempt to arrange for a reasonable accommodation to return an injured worker to duty as early a date as possible. Each individual case shall be reviewed separately. A decision to return to duty will be made after a review of the employee’s medical release, work restrictions, and work assignments available within the classification. The employee shall upon request provide all medical information required to make an individual determination.

Modified Duty Assignment. On a case-by-case basis, upon recommendation of an employee’s immediate supervisor or higher-level manager, the Human Resources and Risk Manager may authorize the modified employment of a rehabilitating injured employee who is temporarily restricted in ability to perform a full range of the essential functions of their job. Modified (light) duty, in which an employee performs only some of the essential functions of their job, or temporarily performs a different job, shall be distinguished from reasonable accommodation of a qualifying disability, in which an employee continues to perform the essential functions of their regular job with accommodation. Modified duty assignments may occur when a regular employee who has been injured on or off the job has been medically released for limited work based on specified restrictions. The District will require the disabled employee to provide the Human Resources and Risk Manager with the treating physician’s statement of work restriction(s) or a status report specifying the employee’s anticipated date of return to modified or full duty. Modified duty will be limited to three (3) months unless otherwise approved by the General Manager or designee. The Human Resources and Risk Manager will notify the employee in writing after receipt of the treating physician’s statement of work restriction(s) as to whether a modified duty assignment can be accommodated. Human Resources is the sole judge of what constitutes reasonable and available modified duty based on a case- by-case evaluation of such factors as the nature of the employee’s disability and work restriction(s), availability and priority of modified duty work, budgetary circumstances, length of disability and the mutual welfare of the employee and District operations. When an employee is assigned modified duty, the employee is compensated for hours worked at their regular rate of pay. If an employee is assigned to modified duty less than full-time, compensation for hours worked may be supplemented by either accrued sick leave, salary continuation, partial worker’s compensation disability payments, or other available leave. Benefits will be pro-rated based on hours worked/paid. The District reserves the right to have employees examined by a designated District physician at no cost to the employee prior to authorizing modified duty. There is no limitation to modified duty hours worked, unless specifically designated in the physician’s release. Employees who are found to...

Modified Duty Assignment. Section 10.3.1 If an employee is allowed to return to duty following a duty related injury or illness at a status less than that required for their classification, the Chief will determine and approve if positions are available for modified duty work. Modified duty assignment may include a 40 hour work week with associated benefits including time off and holidays and will follow department policy. No person is guaranteed another position in the department if the physician rules that they can no longer physically perform the duties of the Fire Fighter, Fire Engineer or Fire Lieutenant’s original position. They may apply and will be considered for any available open position in any City department depending on their fitness and ability to perform the job functions of another position. Section 10.3.2 If an employee is allowed to return to duty following an off duty related injury or illness at a status less than that required for their classification, they may request a modified duty assignment from the Chief. The Chief will determine and approve if positions are available for modified duty work.

Modified Duty Assignment. Regular employees, who are temporarily unable to perform the full duties of their regular assignment due to a job-related injury, may be placed on modified duty status in accordance with the following: a. Employees will be appointed to modified duty status within the bargaining unit, consistent with the employee’s ability to perform the major duties assigned, as directed by a physician’s statement at the time of application for a modified duty appointment. Modified duty may be assigned outside the employee’s bargaining unit when bargaining unit work is not available. b. Employees may be in modified duty status for a period not to exceed one hundred thirty (130) workdays in a twenty-four (24) month period beginning the first day of the first modified duty status. c. No more employees may be placed in modified duty status than will permit the District to perform required bargaining unit duties. d. Employees who are appointed to modified duty status shall receive the rate of pay earned in the position held prior to the injury, prorated for the number of hours the employee is able to work. e. Employees will be returned to their former position in accordance with contractual provisions, or legal requirements, and only with a release from a physician which indicates the employee is able to perform the full duties of the assignment before the injury, with or without a reasonable accommodation. f. All applicable Workers’ Compensation regulations will apply during the appointment to modified duty status. g. If an employee is unable to return to work after the use of ninety (90) consecutive workdays of modified duty, the employee will be placed in either leave without pay or Family Medical Leave status, in accordance with applicable contractual provisions, or legal requirements, which may include Family Medical Leave Status. h. An employee may be required to be evaluated by a District appointed physician at no cost to the employee, prior to or during the appointment to modified duty status. TIME RECORDS‌ 18.01 Employees are responsible for accurately recording time worked, location worked and work orders completed, as required by individual departments. Time records of employees shall not be changed downward, i.e., reduced in value, without first consulting with the employee involved and the authorized Union representative and/or shop ▇▇▇▇▇▇▇. Copies of the employee’s time records shall be made available from 8:00 a. m. to 4:30 p.m., Monday through Friday, by the Dis...

Modified Duty Assignment. 1. On a campus-by-campus and case-by-case basis, subject to operational considerations and budgetary constraints, the University will endeavor to modify duty assignments consistent with documented medical restrictions for employees who have experienced work-related injuries. The University may, subject to those same considerations, make temporary modified duty assignments due to non-work-related injuries. The assignments, regardless of the injury, may be hourly/weekly/monthly in nature and are at the sole, non-grievable and non-arbitrable discretion of the University. 2. Ordinarily, temporary modified duties assignments shall not be authorized for periods exceeding one month in duration. The Police Chief may grant an extension after consideration on a case-by-case basis. 3. This section shall not be construed as a guarantee of a specific form of accommodation nor shall accommodation in one case establish a precedent for similar or dissimilar circumstances. 4. At least thirty (30) calendar days prior to the implementation of new or changed temporary modified duty assignment programs, the Campus shall inform FUPOA.