Restricted Duty. Section 1 - Purpose - This policy shall apply to an employee who might incur an on or off work injury or illness that precludes his/her performance of all regular duties. Such instances may impose a financial hardship on the employee because of insufficient accrued sick/vacation leave or a hardship on the department because of a reduction in personnel resources. It will be the policy of the department to consider and evaluate light or modified duty assignments on a case-by-case basis. Such assignments will be the exception rather than the rule.
Section 2 - Evaluation Criteria - Light or modified duty assignment will be mutually agreed upon between the fire chief and the employee. Agreement to perform a light duty assignment or to allow a light duty assignment: if there is a disagreement as to the reasonableness of an assignment or request for light duty assignment, then the matter shall be referred to the Executive Officer for decision. If the employee disagrees with the decision of the Executive Officer, the matter will be referred to the Board of Review for final decision. The following factors shall be considered: -- Endorsement for such assignments must be obtained from the employee’s physician and/or a physician designated by the Xxxx Valley Fire Service. -- The physician must estimate a date of recovery from the illness or injury and when the employee can be returned to full duty. Such dates can be adjusted based on accelerated rehabilitation or recovery or extended due to aggravated circumstances. -- The duration of light or modified duty assignments shall be determined on a case-by-case basis but long term situations will not be allowed.
Restricted Duty. An employee who is absent from duty due to work-related injury or occupational disease of a temporary nature may be returned to work to perform restricted duty, if available, for a period of no more than ninety (90) days for the purpose of transitioning back to full duty. Restricted duty is any job, work assignment or duty that an employee, limited from their regular assignment is qualified for and physically and mentally capable of performing. Restricted duty assignments are made solely at the discretion of Management. An employee’s work restriction will be based on the advice of the attending physician and/or Independent Medical Examiner (IME). While on restricted duty, an employee will earn their regular hourly rate of pay. Upon review by Management, an employee’s restricted duty assignment may be extended in additional thirty (30) day increments provided that the employee is showing progress in their recovery pursuant to the medical information provided by the medical provider. Placement of employees made pursuant to the provisions of this Article shall supersede any other transfer rights under this Agreement for the duration of the restricted duty.
Restricted Duty. Officers on restricted duty, because of an illness or injury, may be assigned to administrative functions on the 8-hour schedule.
Restricted Duty. The Department Head may allow an employee to return to work on a restricted duty basis if the employee has a physician’s statement that releases the employee with limitations and/or restrictions. The restricted duty policy will be in accordance with the following criteria:
Restricted Duty. The Employer agrees to make a reasonable effort to place an employee whose physical condition prevents him/her from performing his normal work assignments in accordance with “Workers’ Compensation” Policy UAP, 3630 and “Reasonable Accommodation for Employees with Disabilities” Policy UAP, 3110.
Restricted Duty. An employee who is absent from duty due to a disabling illness or injury of a temporary nature that prevents him/her from performing his/her normal duties may be returned to work to perform restricted duty for a temporary period of time. Restricted duty is any job, work assignment, or duty within the Fire Department that an employee disabled from his/her regular assignment is capable of performing, and is mutually agreed upon by the Union and Management. An employee’s work restrictions will be based upon the advice of the attending physicians, as provided to the City on the appropriate City of Dayton medical certification form. In the event of a dispute as to the employee’s ability to perform restricted duty, Management and the Union will mutually agree on a disinterested physician to make the final determination as to the employee’s limitations and ability to perform restricted duty. Any costs incurred to this disinterested physician shall be paid by the party contesting the ruling. Restricted duty assignments are made solely at the discretion of Management. Management reserves the right, providing all restricted duty criteria are met, to order an employee to report to a restricted duty assignment. A request to be placed on restricted duty shall not be unreasonably denied by Management, providing all restricted duty criteria have been met. Any denial of restricted duty status shall be placed in writing and a copy sent to the denied employee and the Union. While on restricted duty an employee will earn his/her regular hourly rate of pay.
Restricted Duty. If a member on injury leave is approved for restricted duty by a physician, the City may place the member in a restricted duty assignment in the Division of Police, if Division management determines that there is available restricted duty work consistent with the member's medical restrictions. Restricted duty work may be assigned to a member outside the Division of Police when the following conditions have been met:
1. Before assigning a member to restricted duty outside the Division of Police, the Division will provide at least thirty (30) and not to exceed ninety (90) calendar days of restricted duty within the Division of Police to the member, or in the event more than one member has been released from injury leave to restricted duty, to the member who was first released. So long as at least one member is being afforded restricted duty in the Division of Police, then subsequent members released for restricted duty can be assigned outside the Division.
2. Once a member has been afforded at least thirty (30) calendar days of restricted duty in the Division of Police, he or she can be assigned outside the Division.
3. Restricted duty assignments, whether in or out of the Division of Police, will be consistent with the member's medical restrictions.
4. When a member is assigned to restricted duty outside the Division of Police, the City will document that the assignment is being made at the direction of Division of Police management, that the duties assigned are considered to be the member's official duties for the duration of the assignment, and that the member remains under the supervision of the Division of Police chain-of-command, although his or her daily work will be directed by management in the department to which the member is assigned.
5. No restricted duty assignment will extend beyond ninety (90) calendar days unless an extension is granted by the City. If a member remains unable to return to full duties after ninety (90) calendar days or any granted extension, the member will return to leave status.
6. In the event work is assigned outside the Division of Police in accordance with Section 1 above, assignments may be outside the Division of Police to available administrative or clerical work in other City departments. The City may assign members to non-administrative or non-clerical work outside the Division of Police only after surveying the other City departments and finding that there is no available administrative or clerical work required b...
Restricted Duty. Restricted duty shall be made available to an employee who is absent from duty due to a disabling illness of a temporary nature that prevents him/her from performing his/her normal duties. Restricted duty is any job, work assignment, or duty within the Fire Department that an employee disabled from his/her regular assignment is capable of performing in accordance with Article 30. Restricted duty assignments are made solely in the discretion of Management. A request to be placed on restricted duty shall not be unreasonably denied by Management, providing all restricted duty criteria have been met.
Restricted Duty. When, at any time during a period of paid sick or injury leave, the employee is released to perform restricted duty work by his physician or other competent recog- nized medical authority, the City may assign the employee to any restricted duty work available provided that:
(1) every effort shall be made to provide such tasks within the bargaining unit; and
(2) lacking bargaining unit restricted duty work, the City may assign the employee to work outside Lodge 1000 for a period not to exceed five hun- dred twenty (520) hours worked at the employee's current rate of pay; and
(3) seniority shall continue to accrue during the period of such restricted duty; and
(4) any employee required to return to work under re- stricted duty and is not allowed to complete the day for some physical reason shall be credited with actual performance hours and actual sick or job injury hours as the case may dictate; and
(5) bargaining unit employees on restricted duty shall not be eligible for overtime; and
(6) restricted duty shall not be assigned in a manner inconsistent with the Workers' Compensation Act. At the end of the five hundred twenty (520) hours worked (65 days), the restricted duty status shall be reviewed and the as- signment may be renewed for one additional period up to five hundred twenty (520) hours worked. At any time during the peri- od of restricted duty, should the employee be fully recovered and capable of performing his or her regular duties, the period of re- stricted duty shall cease. Employee shifts may be required to be adjusted during the restricted duty assignment. Employees who are taking prescribed or over-the-counter medication that experience adverse side effects which interfere with the employee's ability to perform his or her normal duties may be temporarily reassigned with pay to other more suitable duties.
Restricted Duty. When an employee is released to return to work with restrictions, the Department Supervisor and Department Director will determine, in conjunction with the Human Resources Manager, if the employee’s current position can be performed with or without a reasonable accommodation. If not, the employee will not be permitted to return to work. If there is another position in the Company for which the employee is qualified, the position is vacant, and the employee may perform the essential duties of the position with or without reasonable accommodation, the employee may be placed in that position until released to full duty, at the discretion of the Department Supervisor, Department Director, and Human Resources Manager. There are no positions existing as “restricted duty” assignments designated exclusively for members of the bargaining unit, nor is there any requirement on the part of the Employer to provide special restricted duty assignments outside of the law.
