Common use of Physical and Psychological Impairment Clause in Contracts

Physical and Psychological Impairment. A Chief of Service or his/her authorized representative shall have the authority to require employees that have been determined, through reasonable suspicion, to possibly suffer from a physical, psychological, or psychiatric impairment, which may prevent the employee from satisfactorily performing the complete duties and responsibilities of their positions, to submit to a physical, medical, psychological, or psychiatric examination deemed necessary for purposes of determining the employee’s fitness to perform the complete duties and responsibilities of their position. Such examinations will be performed by a physician approved and appointed by the Public Health Trust. The results of such examination(s) shall be promptly furnished to the concerned Chief of Service or their authorized representative. The result of the applicable information submitted by the examining physician to the Public Health Trust should be limited to information that is pertinent to the issues of the employee’s ability to perform the duties and responsibilities of their position. Based upon the results of such examinations and other relevant information, the Chief of Service may place the employee on either paid or unpaid compulsory leave in accordance with the provisions of the leave manual until such time as the Trust is satisfied that the employee can return to work. The Trust may require the employee or attending physician to furnish additional pertinent medical reports or information deemed necessary while the employee is on compulsory leave. Should the condition be corrected and so certified by the attending physician or psychologist, the employee may petition the Trust for reinstatement. If the employee’s petition for reinstatement is denied by the Chief of Service, disciplinary action must be initiated by the Chief of Service in accordance with the Trust rules. Nothing in the provision of this Article shall prevent the Trust from administering appropriate disciplinary action in accordance with the Trust rules and this collective bargaining agreement.

Physical and Psychological Impairment. A Chief of Service or his/her their authorized representative representative, in consultation with the Chief Physician Executive or designee and Designated Institutional Officer or designee, shall have the authority to require employees that have been determined, through reasonable suspicion, to possibly suffer from a physical, psychological, or psychiatric impairment, which may prevent the employee from satisfactorily performing the complete duties and responsibilities of their positions, to submit to a physical, medical, psychological, or psychiatric examination deemed necessary for purposes of determining the employee’s fitness to perform the complete duties and responsibilities essential functions of their positionposition (“Fitness for Duty”). A reasonable suspicion that an employee suffers from physical, psychological or psychiatric impairment must be determined in order to require an employee to submit to such testing. Such examinations will be performed by a physician approved and appointed by the Public Health TrustPHT. The results of such examination(s) shall be promptly furnished reported to the concerned Program Director, Chief of Service Physician Executive or their authorized representativerepresentative or Labor Relations/Human Resources. The result of the applicable information submitted by the examining physician to the Public Health Trust PHT should be limited to information that is pertinent to the issues of the employee’s ability to perform the duties and responsibilities essential functions of their position. Based upon the results of such examinations and other relevant information, the Chief of Service Service, upon consultation and approval by the Chief Physician Executive, may place the employee on either paid or unpaid compulsory mandatory leave in accordance with the provisions of the leave manual until such time as the Trust is satisfied that PHT’s Policies and Procedures. While the employee can return to work. The Trust is on mandatory leave, the PHT may require the employee or attending physician to furnish provide additional pertinent medical reports or information deemed necessary while the employee is on compulsory leavenecessary. Should the condition be corrected and so certified by the attending physician or psychologist, the employee may petition the Trust PHT for reinstatement. If the employee’s petition for reinstatement is denied by the Chief of Service, disciplinary corrective action must be initiated by the Chief of Service in accordance with the Trust PHT rules. Nothing in the provision of this Article shall prevent the Trust PHT from administering appropriate disciplinary corrective action in accordance with the Trust PHT rules and this collective bargaining agreement.

Physical and Psychological Impairment. A Chief of Service or his/her their authorized representative representative, in consultation with the Chief Physician Executive or designee and Designated Institutional Officer or designee, shall have the authority to require employees that have been determined, through reasonable suspicion, to possibly suffer from a physical, psychological, or psychiatric impairment, which may prevent the employee from satisfactorily performing the complete duties and responsibilities of their positions, to submit to a physical, medical, psychological, or psychiatric examination deemed necessary nec- xxxxxx for purposes of determining the employee’s fitness to perform the complete duties and responsibilities essential functions of their positionposition (“Fitness for Duty”). A reasonable sus- picion that an employee suffers from physical, psychological or psychiatric impairment must be determined in order to require an employee to submit to such testing. Such examinations will be performed by a physician approved and appointed appoint- ed by the Public Health TrustPHT. The results of such examination(s) shall be promptly furnished reported to the concerned Program Director, Chief of Service Physician Ex- ecutive or their authorized representativerepresentative or Labor Relations/Human Re- sources. The result of the applicable information submitted by the examining physician physi- cian to the Public Health Trust PHT should be limited to information that is pertinent perti- nent to the issues of the employee’s ability to perform the duties and responsibilities essential functions of their position. Based upon the results of such examinations and other relevant informationinforma- tion, the Chief of Service Service, upon consultation and approval by the Chief Phy- sician Executive, may place the employee on either paid or unpaid compulsory man- datory leave in accordance with the provisions of the leave manual until such time as the Trust is satisfied that PHT’s Policies and Procedures. While the employee can return to work. The Trust is on mandatory leave, the PHT may require the employee or attending physician to furnish provide additional pertinent medical reports or information infor- mation deemed necessary while the employee is on compulsory leavenecessary. Should the condition be corrected and so certified by the attending physician physi- cian or psychologist, the employee may petition the Trust PHT for reinstatement. If the employee’s petition for reinstatement is denied by the Chief of Service, disciplinary corrective action must be initiated by the Chief of Service in accordance with the Trust PHT rules. Nothing in the provision of this Article shall prevent the Trust PHT from administering appropriate disciplinary corrective action in accordance with the Trust PHT rules and this collective bargaining agreement.

Physical and Psychological Impairment. A Chief of Service or his/her authorized representative representative, in consultation with the Chief Medical Officer or designee and Designated Institutional Officer or designee, shall have the authority to require employees that have been determined, through reasonable suspicion, to possibly suffer from a physical, psychological, or psychiatric impairment, which may prevent the employee from satisfactorily performing the complete duties and responsibilities of their positions, to submit to a physical, medical, psychological, or psychiatric examination deemed necessary for purposes of determining the employee’s fitness to perform the complete duties and responsibilities of their position. Such examinations will be performed by a physician approved and appointed by the Public Health Trust. The results of such examination(s) shall be promptly furnished to the concerned Chief of Service or their authorized representativerepresentative and the Chief Medical Officer. The result of the applicable information submitted by the examining physician to the Public Health Trust should be limited to information that is pertinent to the issues of the employee’s ability to perform the duties and responsibilities of their position. Based upon the results of such examinations and other relevant information, the Chief of Service Service, upon consultation and approval by the Chief Medical Officer, may place the employee on either paid or unpaid compulsory leave in accordance with the provisions of the leave manual Trust’s Policies and Procedures until such time as the Trust is satisfied that the employee can return to work. The Trust may require the employee or attending physician to furnish additional pertinent medical reports or information deemed necessary while the employee is on compulsory leave. Should the condition be corrected and so certified by the attending physician or psychologist, the employee may petition the Trust for reinstatement. If the employee’s petition for reinstatement is denied by the Chief of Service, disciplinary action must be initiated by the Chief of Service in accordance with the Trust rules. Nothing in the provision of this Article shall prevent the Trust from administering appropriate disciplinary action in accordance with the Trust rules and this collective bargaining agreement.