Temporary Light Duty. When an employee is temporarily disabled from performing his usual and customary job duties as a result of an industrial injury or illness the District may assign him/her to a light duty assignment within the work restrictions described by his physician. Such temporary light duty assignment may be a modification of his/her usual and customary job or a job outside of the employee’s classification. Light duty assignments shall be at the employee’s regular rate of pay. In the event of a question or dispute regarding the employee’s disability or work restrictions the opinion of the district’s physician will prevail. Light duty assignments may be made as long as work is available or until the employee is released to return to full duty or for a maximum of sixty (60) work days in any fiscal year, whichever comes first. Temporary light duty may require periodic medical reevaluation.
Temporary Light Duty a. Employees who are on authorized leave due to temporary illness or injury, which is work-connected and which is expected to last longer than four (4) working days, shall, in a timely manner, present to his or her physician the Temporary Limited Disability (TLD) explanation package and release form attached to this Contract as Appendix IV. Employees shall request that their physician complete the release forms as soon as they are capable of performing temporary limited duty or have reached maximum medical improvement, whichever occurs earlier. The completed release form should be submitted to his/her supervisor as soon as possible after completion by the treating physician. The employee, at the discretion of the Fire Chief, may be required to return to a TLD assignment within the Fire Department if release for such work is indicated on the form. The nature of the assignment and duration shall be at the discretion of the Fire Chief, taking into consideration the temporary physical restrictions of the employee as identified by the treating physician.
b. The intent of this provision is to permit the return to work as soon as is medically possible of employees who are affected, as set forth in the above paragraph. Employees shall make every effort to encourage their treating physician to allow them to return to work at the earliest possible time. Nothing herein shall affect the Town’s rights under applicable Workers’ Compensation Statutes. Further, the parties understand that TLD assignments are assignments other than normal duties, and it is not the intent that said assignments are to be of a make work or permanent nature. Employees who at any time are determined to be unable to perform the essential functions of their position on a permanent basis shall not be eligible to receive or continue to receive a TLD assignment.
c. Employees on a TLD assignment who would otherwise be eligible to receive Workers’ Compensation payments shall have such time on said assignment count toward eligibility to receive Supplemental Workers’ Compensation payments as provided for in Article XIII, Section 13.1.
Temporary Light Duty. The DISTRICT will consider written requests for light duty work by employees, or may independently provide light or modified duty to employees who have become temporarily unable to perform the full functions of their regular job, subject to the following provisions:
A. The employee’s temporary light duty restrictions have been documented by his or her physician.
B. Temporary light duty work may be made up of duties within a single classification or a combination of duties from an assortment of classifications put together to make the job.
C. The employee’s and/or DISTRICT’S physician has reviewed and certified that the light duty tasks are within his or her physical limitations and will not aggravate the employee’s condition. In the event of a dispute due to differing medical opinions (non-industrial illness/injury), the matter shall be resolved by submitting it to another physician mutually agreed upon by the DISTRICT and UNION. This physician’s determination shall be final. Resolution of disputes pertaining to industrial illnesses or injuries shall be resolved pursuant to the guidelines mandated by State law under the provisions of the California Labor Code.
D. The employee shall be paid his or her regular hourly rate of pay for all light duty work performed.
E. An employee offered temporary light duty work pursuant to the foregoing may not refuse such work.
F. Nothing herein is to be construed as a guarantee of the availability or duration of temporary light duty work.
G. All time worked on temporary light duty status will be counted as regular paid time for purposes of determining benefit eligibility, accruals, and overtime pay.
Temporary Light Duty a. The District will make light duty work available to employees who have become temporarily unable to perform the duties of their regular job and qualify for worker's compensation, subject to the following provisions:
1. The employee has been medically restricted from performing the duties of his or her regular job.
2. The employee's and/or District's physician has reviewed and certified that the light duty tasks are within his or her physical limitations and will not aggravate the employee's condition or re- injure the employee. In the event of a dispute due to differing medical opinions (non-industrial illness/injury), the matter shall be resolved by submitting it to another physician mutually agreed upon by the District and Union. This physician's determination shall be final. Resolution of disputes pertaining to industrial illnesses or injuries shall be resolved pursuant to the guidelines mandated by state law.
3. The employee shall be paid his or her regular hourly rate of pay for all light duty work performed.
4. An employee offered light duty work, which meets the provisions of 1, 2, and 3 above may not refuse such work.
5. Light duty work may be made up of duties within a single classification or a combination of duties from an assortment of classifications put together to make the job.
6. Nothing herein is to be construed as a guarantee as to the duration of an individual's light duty or that light duty work will be available in all instances.
7. All time worked on light duty will be counted as regular paid time for purposes of determining benefit eligibility, accruals, and overtime pay.
Temporary Light Duty a. Upon receipt of a written request, the District will make light duty work available to employees who have become temporarily unable to perform the full functions of their regular job, subject to the following provisions:
1. The employee has been medically restricted from performing the full functions of his or her regular, full-time job.
2. The employee’s and/or District’s physician has reviewed and certified that the light duty tasks are within his or her physical limitations and will not aggravate the employee’s condition. In the event of a dispute due to differing medical opinions (non-industrial illness/injury), the matter shall be resolved by submitting it to another physician mutually agreed upon by the District and Union. This physician’s determination shall be final. Resolution of disputes pertaining to industrial illnesses or injuries shall be resolved pursuant to the guidelines mandated by state law under the provisions of the California Labor Code.
3. The employee shall be paid his or her regular hourly rate of pay for all light duty work performed.
4. An employee offered light duty work which meets the provisions of 1, 2, and 3 above may not refuse such work.
5. Light duty work may be made up of duties within a single classification or a combination of duties from an assortment of classifications put together to make the job. Such work, in whole or in part, may be made up of non-bargaining unit work.
6. Nothing herein is to be construed as a guarantee as to the duration of an individual’s light duty or that light duty work will be available in all instances.
7. All time worked on light duty will be counted as regular paid time for purposes of determining benefit eligibility, accruals, and overtime pay.
Temporary Light Duty. It shall be a policy of the City and the San Pablo Police Department to encourage an injured or ill Officer or Sergeant to return to temporary light duty as soon as possible, following a Medical Release. The City and Department shall retain the right to evaluate and determine an employee's fitness for light duty.
Temporary Light Duty. If light duty is available, the Police Chief shall assign personnel to temporary light duty if they have not reached maximum medical improvement under the following conditions:
a) Light duty work assignments shall not exceed six (6) months in any one (1) twelve (12) month period.
b) The Police Chief will determine the number of employees permitted to work light duty assignments based on their work restrictions and availability of work.
c) The Police Chief reserves the right to assign employees to work that is consistent with their knowledge and training and employees may be assigned to any shift as determined by the Police Chief.
Temporary Light Duty. The City may allow an employee who is on sick leave as defined in section 11.2(A) or Worker’s Compensation to return to work in a temporary light duty assignment, provided:
1. Temporary light duty assignments shall be exclusively assigned by the City. The City also retains the exclusive right to deny or terminate temporary light duty, however, upon written request by the City or the employee to set up light duty, a meeting with the City, the Union, and the employee will by held to determine the assignment, including but not limited to work schedule, scope of work and duties, and performance expectations.
2. A temporary light duty position is available and the employee is qualified to perform the duties of the position.
3. The employee’s physician has provided written documentation that the employee is able to perform the light duty assignment without significant risk that such return to work will aggravate any injury.
4. Written documentation of any limitations or restrictions on the employee’s duties during the light duty assignment shall also be provided by the employee’s physician.
1. Nothing herein shall be construed to require the City to create light duty assignments for an employee. Employees will only be assigned to light duty when the City reasonably determines that the need exists and only for as long as such need exists.
ARTICLE XVIII SAVINGS CLAUSE
Temporary Light Duty. The County agrees to maintain the Temporary Light Duty program for on-the-job injuries as outlined by current BCC policy.
