Return to Full Duty Sample Clauses

Return to Full Duty. Employees will be returned to full duty as soon as possible following medical certification that the employee is able to resume the full duties of his or her classification.
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Return to Full Duty. A temporary limited duty or long term limited duty assignment will end when the employee is certified as capable of returning to full duty by his/her physician and, if necessary, when an IME ordered by the Employer determines that the employee is capable of return to full duty. 1. When an employee returns to full duty from temporary limited duty the employee shall be returned to his/her former assignment. 2. When an employee returns from a long term limited duty assignment the following shall apply: a. Troopers shall be returned at the employee’s option: i. To a line assignment (or, at the discretion of the Employer, a previously-held specialty assignment) in a detachment where the employee will be able to comply with the residence requirements in this Agreement without moving his/her residence. An assignment under this Subsection shall supersede the transfer list; or ii. To a line assignment (or, at the discretion of the Employer, a previously-held specialty assignment) in the geographic area where the employee was assigned immediately prior to his/her transfer into the position from which the employee is being transferred. An employee reassigned under this Subsection must comply with the residency requirements within one hundred twenty (120) calendar days. An assignment under this Subsection shall supersede the transfer list. b. Sergeants shall be returned at the employee’s option: i. To a line assignment (or, at the discretion of the Employer, a previously-held specialty assignment) in a detachment where the employee will be able to comply with the residence requirements in this Agreement without moving his/her residence. An assignment under this Subsection shall supersede the transfer list; or ii. To a line assignment (or, at the discretion of the Employer, a previously-held specialty assignment) in the geographic area where the employee was assigned immediately prior to his/her transfer into the position from which the employee is being transferred. An employee reassigned under this Subsection must comply with the residency requirements within one hundred twenty (120) calendar days. If a sergeant assignment is not available at the time this subsection applies, then the employee shall have the right to the next available sergeant position in that geographic area. An assignment under this Subsection shall supersede the transfer list.
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Return to Full Duty. A temporary limited duty or long term limited duty assignment will end when the employee is certified as capable of returning to full duty by their physician and/or the Employer’s physician. 1. When an employee returns to full duty from temporary limited duty the employee shall be returned to their former assignment. 2. Lieutenants who are returned from a long term limited duty assignment shall be allowed to return to either an assignment in the same geographical area of their long term limited duty assignment or to the district of their previous field force line assignment if a lieutenant vacancy exists in that district. 3. If an employee on temporary limited duty does not improve to a point permitting return to line duty, then the Chief will either: (1) place the employee on long term limited duty; or (2) place the employee on disability as provided in WAC 000-00-000.
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Return to Full Duty. Once an employee has been medically cleared by the mutually agreed upon physician to return to full duty, said employee shall return to the rank/ position/ shift to which said employee was assigned prior to the injury, unless while on light duty assignment, said employee has been promoted.
Sample 1
Return to Full Duty a) The employee may not return to full duty until he/she has satisfactorily completed Employer's approved drug/substance abuse program and obtained a negative drug urinalysis test result, and gained written clearance from the Employer's designated physician. b) Should the employee be returned to full duty status, he/she shall be placed in the selection pool for a period of twenty-four (24) months.
Sample 1
Return to Full Duty limited duty or long term limited duty assignment will end 5 when the employee is certified as capable of returning to full duty by his/her 6 physician and, if necessary, when an IME ordered by the Employer 7 determines that the employee is capable of return to full duty.
Sample 1
Return to Full Duty. In order to return to full duty, the employee must present a written physician’s statement to the Chief of Police and a copy placed in the employee’s personnel file. The physician’s statement shall indicate that the employee is able to return to full duty based upon the essential job functions as listed in their job description. The Chief may request a supplemental examination by the Village’s physician prior to returning the employee to full duty, unless the employee has taken Family Medical Leave. The returning employee will be assigned to a job assignment based upon Department need and the availability of appropriate positions, however, every reasonable effort will be made to return the employee to his/her assignment previously held.
Sample 1
Return to Full Duty a. The employee may not return to full duty until he/she has satisfactorily completed County's approved drug/ substance abuse program and obtained a negative drug urinalysis test result, and gained written clearance from the County's designated physician. b. Should the employee be returned to full duty status, he/she shall be placed in the selection pool for a period of twenty-four (24) months. c. An employee who has tested positive for controlled drug use and consequently is prohibited from performing normal functions, shall be given a verbal explanation of the charges and the factual basis for the removal from duty. d. If the County is not able to assign an employee to duties within the employee's job description, the County shall assign the employee to another position if available which does not require the performance of normal functions until the employee has been recommended by the substance abuse professional for return to full duty in the employee's normal position.
Sample 1

Related to Return to Full Duty

  • Return to Duty The SAPC will meet with a Covered Employee who has tested positive for alcohol and/or drugs. The SAPC will discuss what course of action may be appropriate, if any, and assistance from which the employee may benefit, if any, and will communicate a proposed return-to-work plan, if necessary, to the employee and department. The SAPC may recommend that the Covered Employee voluntarily enter into an appropriate rehabilitation program administered by the Covered Employee’s health insurance carrier prior to returning to work. The Covered Employee may not return to work until the SAPC certifies that the employee has a negative test prior to returning to work. In the event that the SAPC does not schedule a return-to-work test before the Covered Employee’s return-to-work date, the SAPC shall arrange for the Covered Employee to take a return-to-work test within three (3) working days of the Covered Employee notifying the SAPC in writing of a request to take a return-to-work test. If a Covered Employee fails a return-to-work test, the employee shall be placed on unpaid leave until testing negative but shall not be subject to any additional discipline due to a non-negative return-to- work test. The SAPC will provide a written release to the appropriate department or division certifying the employee’s right to return to work.

  • Return to Work (a) The parties recognize the duty of reasonable accommodation for individuals under the Human Rights Code of Ontario and agree that this Collective Agreement will be interpreted in such a way as to permit the Employer and the Union to discharge that duty. To that end, the Home and the Union agree to cooperate in complying with the Ontario Human Rights Code. (b) The Home and the Union agree to ongoing and timely communication by all participants. For the purposes of expediting communication the Home and the Union agree that participants will use electronic communication where available. (c) If an employee becomes disabled, including WSIB, with the result that she is unable to perform the regular functions of her position, the Employer may determine a special classification and salary, with the hope of providing an opportunity for continued employment. Positions established under this article will not constitute new classifications and shall lapse upon the termination, resignation, or retirement of the employee in question. (d) Prior to any disabled employee returning to work from a disability including WSIB to a modified/light/alternate work program, the Employer will notify and meet with members of the bargaining unit executive to consult on a back to work program for the worker. Any agreement resulting from these discussions which conflicts with the collective agreement shall, subject to agreement by the Union, prevail over any provision of this agreement in the event of a conflict. Nothing in this language obligates the Employer to establish a modified/ light/alternative work program, except as required by law.

  • Return to Service Upon completion of a leave of absence, the employee is to be returned to the classification formerly occupied, or to a similar classification if the employee's former classification no longer exists. The employer has the right to fill the position formerly occupied when the employer feels it necessary. An employee may be returned to active pay status prior to the originally scheduled expiration of the leave if such earlier return is agreed to by both the employee and the Superintendent.