Modified Work Assignment Sample Clauses

Modified Work Assignment. 263. The term "modified work assignment" is defined as a temporary work assignment provided to an employee who cannot perform his or her usual and customary job duties as a result of an occupational injury or illness. A modified work assignment may be provided when an individual is recuperating from an occupational injury or illness. The assignment must comply with the employee's medical restrictions.
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Modified Work Assignment. The City will make every reasonable effort to accommodate employees who are injured or ill (whether from industrial or nonindustrial causes) by evaluating the possibility of a modified work assignment until the employee is fully recovered or leaves employment. Such modified assignments will be based on the City’s determination that there is appropriate work to be performed, the employee’s physical ability to perform, the employee’s qualifications, the needs of the City, the ability to provide adequate supervision, budgetary constraints, and such other operational or fiscal concerns that the City may have. The Risk Manager or Department Head will evaluate the possibility of modified work assignments in the employee’s department and in other City departments, subject to the criteria listed above. The City is not required to create additional positions to accommodate an employee under this section. A modified work assignment appropriate to medical condition cannot be declined.
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Modified Work Assignment. With the approval of their supervisor a full-time employee has the option to work modified work hours provided the work schedule is not less than 37 hours per week. This agreement shall be in writing and an agreement for any modified assignment more than a day shall be forwarded to the Director of Human Resources and CSEA. 8.3.2.1 Less than 20 Hour Part-Time Modified Work Schedule: The district may establish a modified work schedule for less than 20 hour part- time bargaining unit positions that support scheduled programs, activities, or events requiring flexible working hours or days. CSEA and the district will identify such positions prior to recruitment. 8.3.2.2 The modified work schedule, not to exceed 5 work days or 19.5 hours in a workweek, shall be assigned by the district with employee input and based on district need. At least one month prior to the beginning of each semester, bargaining unit members shall review with their supervisor a written schedule indicating the days and hours the employee is assigned to work during the upcoming semester. A copy of the agreed upon schedule shall be forwarded to the Director of Human Resources and CSEA. 8.3.2.3 No bargaining unit member’s schedule shall be changed to avoid overtime opportunities.
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Modified Work Assignment. Employee is placed into a temporary job assignment (different from the job they would normally be doing) in which the employee is capable of performing the tasks based on his/her medical restrictions (or could be trained to do on a different job in a very short period of time).
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Modified Work Assignment. ‌ This modified work assignment agreement (“agreement”) is established to assist an employee who has become temporarily disabled and unable to perform his/her full duties following an on-duty or non-duty related injury or illness to return to work as soon as medically advisable. This agreement is established as a means to encourage an injured/ill employee to remain a productive member of his/her department during the period of recovery and to mitigate the rising costs of worker’s compensation and employee benefits.
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Modified Work Assignment. A modified work assignment is generally administrative in nature and may require the individual to sit at a desk, operate a computer, drive a vehicle, and engage in minimal walking. The employee may receive work assignments in one or more of the Department’s program areas: Administration, Training, Hazard Prevention, Technical Services, Disaster Preparedness, Emergency Response, or Communications. The schedule is typically 40 hours a week with the employee working under the supervision of the Fire Chief, Deputy Fire Chief, or a Battalion Chief. Depending upon the employee’s limitations, abilities, and the needs of the Department, s/he may be assigned to shift work. There are two methods for placing a person on modified duty: 1) At the employee’s request during a recovery period (minimum of two weeks) due to an off-duty injury or illness. 2) At the request of the City because of a Worker’s Compensation injury. Off-Duty Injury - An employee notifies the Fire Chief that s/he would like to be placed on a 40- hour modified duty administrative work assignment. The Fire Chief, or designee, would review the temporary modified work restrictions provided by the employee’s doctor. The Department typically has a variety of tasks that a person might be assigned to work on. In accordance with past practice, as long as a legitimate modified work assignment is available (minimum of two weeks), the Fire Chief will accommodate this request. Worker’s Compensation Injury - An employee is on Worker’s Compensation injury leave is provided temporary modified work restrictions and the Fire Chief knows of a possible modified work assignment. The Fire Chief, or designee, would notify the employee of the modified work assignment available. Employees on Worker’s compensation certified by a doctor for a modified work assignment may lose benefits if they refuse available modified work assignment based on Worker’s compensation law. Once an employee is released to light-duty, a Personnel Action Form is initiated and all leave balances (Holiday, Vacation, Sick Leave, etc.) are changed to reflect a 40-hour work week. It should be noted that any leave taken during this light-duty period is taken at the 40-hour work week accrual rate and no FLSA is given. The employee would transfer to a modified work assignment as soon as the employee has completed his/her FLSA period (the FLSA period runs concurrent with the A shift’s schedule). To ensure all FLSA provisions are met, the hours previously w...
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Modified Work Assignment. CSS is committed to encouraging LPNs to seek retraining, rehabilitation and other necessary treatment that may facilitate their return to full employment. Should an LPN become unable to perform the duties of her/his position, CSS shall have the right, regardless of any other provision of this Agreement, to assign the LPN to a modified or light duty position. Such modified work assignments shall be designed to be short-term and, to the extent available, should match the LPN’s abilities, experience and skills. Subject to the foregoing provisions of this Section 4 and subject to the LPN’s ability to safely perform the duties of the position, CSS and DCNA will jointly support modified work assignments which enable LPNs to return to work. An LPN on a modified work assignment shall not engage in outside work or employment which would require performance of the job functions or duties which have been modified by CSS for the LPN as part of the modified work assignment.
Sample 1
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Modified Work Assignment. If, in the opinion of the worker's doctor(s) the worker has some medical restrictions but is able to perform most of his/her regularly assigned work, the worker's supervisor may modify the daily work assignment pursuant to the medical restrictions and shall monitor closely the worker's recovery progress. The total time assigned to modified work shall not exceed ninety (90) calendar days, unless extended on an individual case-by-case basis.
Sample 1
Modified Work Assignment. In the event that the employee is unable to perform his/her regular work due to an injury/illness and the employee’s doctor releases the employee to return to work on modified duty, the District will return the employee to work on modified duty if such duty is available consistent with the administrative procedure on Modified Work Assignments. If the employee returns to work on modified duty, the employee’s entitlement to time off work consistent with Article 12 will not be extended by the employee’s return to work on modified duty. Modified duty time will run concurrently with the leave time provisions of Article 12 for work-related and non-work-related injury or illness time. When the employee returns to work on modified duty, the employee will be paid his/her regular salary for all hours worked and will accrue all benefits including sick leave and vacation for the period the employee is working modified duty. Any accruals which occur as a result of working modified duty cannot be used to extend the illness/injury time allotted and will be accumulated for the employee’s use or will be paid to the employee if s/he is unable to return to work.
Sample 1

Related to Modified Work Assignment

  • Work Assignment 8.1 The jurisdiction of the Unions shall be that jurisdiction established by Agreements between International Unions claiming the work or Decisions of Record recognized by the AFL-CIO for the various classifications and the character of work performed, having regard for the special requirements of thermal, nuclear or hydraulic generation and transmission and transformation construction. An Agreement or Decision of Record is one that is published by the Building and Construction Trades Department, AFL-CIO (Agreement and Decisions Rendered Affecting the Building Industry). Where no Decision or Agreement applies, the Employer agrees to consider evidence of established practices within the industry when making jurisdictional assignments. (a) A markup process will be utilized when an Employer intends to perform work on a project site*. The purpose of this markup process is to indicate to the Union the work which is planned to be carried out by the Employer in order to minimize the potential for jurisdictional disputes. (b) When work is to be performed on a project site and it meets the following criteria: same employer, same work, same project site, the markup process will not be required. This procedure shall not preclude a Union’s right to contest previously disputed work. * For the purposes of this Article, Nanticoke, Lambton, Lakeview/Xxxxx, BNPD, Pickering, Darlington, Lines and Stations and the 5 Electricity Production Zones are each considered individual project sites. In the Electricity Production Zones when work falls within this criteria the EPSCA Office will send out a “Notification of Work” along with a copy of the original minutes of xxxx-up meeting(s) to the Local Union prior to work commencing. This procedure shall not preclude the Union’s right to contest previously assigned work, if the work is in a Local Union jurisdiction other than the one it was marked up in. (c) When an Employer has work that is less than 3 weeks duration and there are ten (10) or fewer employees covered by EPSCA Collective Agreements employed on this specific work, the Union and Union affiliates will be notified of the scope of work and the Employer’s proposed work assignments. The Unions will have two (2) weeks from the date of notification to submit jurisdictional claims and supporting evidence to the Employer for consideration. The Employer will notify the Union of the final work assignments prior to the commencement of the work. (d) All work that does not meet the criteria set out in clauses 8.2(b) or 8.2(c) will be reviewed and assigned at a markup meeting. (e) EPSCA will provide written notice to the Union as far in advance as possible of markup meetings. The Unions may attend these markup meetings, and every effort will be made to settle questions of jurisdiction before the work is expected to commence. (f) The Employer who has the responsibility for the work shall make a proposed assignment of the work involved. The Employer shall be responsible for providing copies of proposed assignments to the Union at the markup meeting. The Employer will specify a reasonable time limit for the Unions involved to submit evidence of their claims. The Employer will evaluate all evidence submitted and make a final assignment of the work involved. This final assignment will be in accordance with the procedural rules established by the Plan for the Settlement of Jurisdictional Disputes in the Construction Industry. The Employer will advise the Unions of the final assignments prior to the work commencing. (g) The EPSCA representative will record the proposed assignments and jurisdictional claims and forward a copy of them within fifteen (15) working days to the Union. (h) The parties recognize that circumstances may arise, particularly with discovery and emergency work, where the process set out above may not be practical or possible, however reasonable effort will be made by the Employer to adhere to the appropriate trade jurisdiction.

  • Work Assignments Section 1. The Company shall determine whether to staff a position or fill a vacancy and the method or combination of methods it shall use for such purposes. In making this determination, the Company shall first give consideration to qualified internal candidates prior to off-street applicants. All vacancies within the Bargaining Unit shall be posted (manually or electronically) in such a fashion as to be accessible by employees. The posting shall include the title, pay range, and sufficient information regarding requirements and duties to adequately describe the vacancy. The vacancy shall remain posted for seven (7) calendar days. Section 2. In connection with Section 1. above, employees who have met a twelve (12) month time-in-title and location requirement shall be afforded the opportunity to submit to the Company a form on which they may identify their interest in being considered for vacancies which occur in the Bargaining Unit. Section 3. When a vacancy is to be filled from within the Bargaining Unit, Management will consider all qualified candidates who have forms on file relating to the vacancy in question. In selecting the employee to fill the position, the Company will first give due consideration to the candidates’ qualifications and past performance and where those factors are relatively equal, in the judgment of the Company, it shall consider seniority. Section 4. The Company agrees to provide the Union, in writing, the names and titles of all candidates selected under this Article, by the fifteenth (15th) calendar day after any such selection is made. Section 5. Nothing in this Agreement shall be applied or interpreted to restrict the Company in the exercise of its right to hire, promote or transfer; and, to the extent the needs of the business require, to have Bargaining Unit work performed by its supervisory personnel, or its right to make sales assignments without limitations.

  • SUBLET/ASSIGNMENT The Lessee may not transfer or assign this Lease, or any right or interest hereunder or sublet said leased Premises or any part thereof without first obtaining the prior written consent and approval of the Lessor.

  • Modification; Assignment No amendment or other modification, rescission, release, or assignment of any part of this Agreement shall be effective except pursuant to a written agreement subscribed by the duly authorized representatives of the parties hereto.

  • Assignment of Work (a) The parties agree that it is essential to ensure that all employees be advised of their job expectations, duties and responsibilities. (b) Where an employee is concerned that they cannot complete assignments and/or their work obligations, it is their responsibility to seek advice and direction from their local supervisor. The local supervisor will then provide direction to the employee, as necessary, on how to complete the assigned duties. This may include instructions on the priorities of the assigned duties.

  • ASSIGNMENT/SUBCONTRACT Contractor will not assign, sell, transfer, subcontract or sublet rights, or delegate responsibilities under this contract, in whole or in part, without the prior written approval of SUU.

  • COMMENCEMENT OF WORK UNDER A SOW AGREEMENT Commencement of work as a result of the SOW-RFP process shall be initiated only upon issuance of a fully executed SOW Agreement and Purchase Order.

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