Common use of Restricted/Light Duty Assignments Clause in Contracts

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 to this provision may be different than those duties to which the employee would normally be assigned. It is understood that the County will make reasonable effort to place the employee in a position within the Sheriff’s 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 County may, at its expense, have the employee examined by the County’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 County‘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 County’s designated physician. The decision of the independent third party physician shall be binding upon the employee, the POAM and the County. The County retains the unlimited right to direct any employee who is assigned to light/restricted duty, to be re- examined at any time by the County’s designated physician. Such reexamination will be at the expense of the County. Should the determination of the County’s designated physician, as to the extent of the restrictions or limitations of such employee conflict with that of the employee's treating physician, such conflict shall be resolved in accordance with the provisions set forth above. If an employee is assigned to work as above provided, the employee shall be paid at the regular and normal rate of pay of his regular job classification.

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 to this provision may be different than those duties to which the employee would normally be assigned. It is understood that the County Employer will make reasonable effort to place the employee in a position within the Sheriff’s 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 1 For purposes of this provision, such duties shall include volunteer police activities pre-approved in writing by the Sheriff Sheriff’s Office to accommodate the employee's ’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 ’s treating physician shall initially determine what, if any, restrictions may exist with respect to an employee's ’s activities. However, the County Employer may, at its expense, have the employee examined by the CountyEmployer’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 ’s treating physician and the County‘s 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 CountyEmployer’s designated physician. The decision of the independent third party physician shall be binding upon the employee, the POAM Union and the CountyEmployer. The County Employer retains the unlimited right to direct any employee who is assigned to light/restricted duty, to be re- re-examined at any time by the CountyEmployer’s designated physician. Such reexamination re-examination will be at the expense of the CountyEmployer. Should the determination of the CountyEmployer’s designated physician, as to the extent of the restrictions or limitations of such employee conflict with that of the employee's ’s treating physician, such conflict shall be resolved in accordance with the provisions set forth above. If an employee is assigned to work as above provided, the employee shall be paid at the regular and normal rate of pay of his regular job classification.

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 to this provision may be different than those duties to which the employee would normally be assigned. It is understood that the County will make reasonable effort to place the employee in a position within the Sheriff’s 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 County may, at its expense, have the employee examined by the County’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 County‘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 County’s designated physician. The decision of the independent third party physician shall be binding upon the employee, the POAM and the County. The County retains the unlimited right to direct any employee who is assigned to light/restricted duty, to be re- re-examined at any time by the County’s designated physician. Such reexamination will be at the expense of the County. Should the determination of the County’s designated physician, as to the extent of the restrictions or limitations of such employee conflict with that of the employee's treating physician, such conflict shall be resolved in accordance with the provisions set forth above. If an employee is assigned to work as above provided, the employee shall be paid at the regular and normal rate of pay of his regular job classification.

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 to this provision may be different than those duties to which the employee would normally be assigned. It is understood that the County Employer will make reasonable effort to place the employee in a position within the Sheriff’s 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 ’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 ’s treating physician shall initially determine what, if any, restrictions may 1 For purposes of this provision, such duties shall include volunteer police activities pre-approved in writing by the Sheriff exist with respect to an employee's ’s activities. However, the County Employer may, at its expense, have the employee examined by the CountyEmployer’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 ’s treating physician and the County‘s 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 CountyEmployer’s designated physician. The decision of the independent third party physician shall be binding upon the employee, the POAM Union and the CountyEmployer. The County Employer retains the unlimited right to direct any employee who is assigned to light/restricted duty, to be re- re-examined at any time by the CountyEmployer’s designated physician. Such reexamination re-examination will be at the expense of the CountyEmployer. Should the determination of the CountyEmployer’s designated physician, as to the extent of the restrictions or limitations of such employee conflict with that of the employee's ’s treating physician, such conflict shall be resolved in accordance with the provisions set forth above. If an employee is assigned to work as above provided, the employee shall be paid at the regular and normal rate of pay of his regular job classification.