Restricted/Light Duty Sample Clauses

Restricted/Light Duty. If, as a result of a duty disability, an employee is assigned to restricted/light duty, the employee shall receive full pay, wages and benefits for the lesser of, (1) the duration of the disability, or (2) until such time as the employee is medically determined to be able to resume full/unrestricted duty. The employee will continue to accrue service credit during the period of restricted/light duty.

Restricted/Light Duty. Employees, including probationary employees on occupational injury leave, sick leave, or experiencing partial disability, may be permitted to work restricted light duty provided they have written permission from a licensed physician enumerating the specific duties the employee is capable of performing and that the duties performed do not conflict with physician’s written orders. The nature of the light duty assignments and duty hours will be at the sole discretion of the University. The University may have their own physician examine the employee requesting light duty assignment at any time prior to starting their assignment or during such assignments. In these instances, the University physician will make the ultimate decision as to the employee’s performance capability. Light duty assignments will not last more than ninety (90) consecutive calendar days in a calendar year.

Restricted/Light Duty. (1) On-the-Job Injuries: If an employee is injured on the job, the City will provide a list of the employee's regular job duties to the injured worker's physician for review. Upon receipt of a list of light duty assignments that the physician feels the employee can safely perform, the City will accommodate the injured worker by providing light duty, if it is in the best interest of the employee and the City. The City, the injured worker, the Bureau of Workers' Compensation and the City's managed care organization, will all work together to transition the injured worker back to full duty as soon as possible.

Restricted/Light Duty. Assignments If it is medically determined that the disabled employee is unable to perform his regular duties as a result of a work related injury or illness, he will be required to perform such other Sheriff’s Office duties or County work outside the Sheriff’s Office as he is capable of performing within such reasonable medical restrictions as may be determined in light of the nature of the disability. Duties assigned to an employee, pursuant 1 For purposes of this provision, such duties shall include volunteer police activities pre-approved in writing by the Sheriff to this provision may be different than those duties to which the employee would normally be assigned. It is understood that the Employer will make reasonable effort to place the employee in a position within the Sheriff Office before the employee will be assigned to work for Monroe County outside of the Sheriff’s Office. In the event there is not an available position within the Sheriff’s Office to accommodate the employee’s reasonable medical restrictions, the Human Resources Department will be responsible for re-assigning the employee to an appropriate available position elsewhere within the County. The employee’s treating physician shall initially determine what, if any, restrictions may exist with respect to an employee’s activities. However, the Employer may, at its expense, have the employee examined by the Employer’s designated physician for the purpose of determining whether the employee is able to perform other duties within the Sheriff’s Office or County and, if so, what restrictions are applicable. In the event there is a disagreement between the employee’s treating physician and the Employer’s designated physician as to whether there are duties that may be performed by the employee, or the restrictions under which he is to perform such duties, it shall be resolved by an independent third party physician selected by the treating physician and the Employer’s designated physician. The decision of the independent third party physician shall be binding upon the employee, the Union and the Employer. The Employer retains the unlimited right to direct any employee who is assigned to light/restricted duty, to be re-examined at any time by the Employer’s designated physician. Such re-examination will be at the expense of the Employer. Should the determination of the Employer’s designated physician, as to the extent of the restrictions or limitations of such employee conflict with that of th...