Temporary Limited Duty. Temporary limited duty assignments shall not require a change in residency and all travel time associated with a temporary limited duty assignment shall be at the expense of the Employer. The employee shall be permitted to use the Employer’s vehicle for commuting purposes.
Temporary Limited Duty. The Employer shall offer temporary limited duty assignments to employees when an employee is unable to perform the essential functions of their regular position because of a medical condition(s). Temporary limited duty assignments shall not require a change in residency, and all commute time associated with a temporary limited duty assignment shall be at the expense of the Employer, when the employee’s regular duty assignment includes commute time. The employee shall be permitted to use the Employer’s unmarked vehicle for commuting purposes. The Employer, by its sole determination, may allow the employee to wear his or her badge and gun, depending upon the duty limitation. That determination is not subject to the grievance procedure. If an employee on temporary limited duty does not improve to a point that permits a return to full duty and the employee has been on temporary limited duty status for one year, the employer and the employee will engage in the long term limited duty process. After one year of temporary limited duty an employee may request a six- month extension to the Technical Services Bureau (TSB) Assistant Chief directly through their District Captain or Division Commander. The TSB Assistant Chief shall review the employee’s status to determine if a six- month temporary limited duty extension is warranted based on medical necessity. The employee will continue working under the conditions of their temporary limited duty assignment if a six-month extension is granted by the TSB Assistant Chief.
Temporary Limited Duty. The Employer shall offer temporary limited duty assignments to employees when an employee is unable to perform the essential functions of their regular position because of a medical condition(s), and if the Chief determines that appropriate bargaining unit work is available. Employees on temporary limited duty assignments may be permitted to use the Employer’s vehicle for commuting purposes. Temporary limited duty assignments shall not require a change in residence and all travel time associated with a temporary limited duty assignment shall be at the expense of the Employer, when the employee’s regular duty assignment includes commute time. The Employer, by its sole determination, may allow the employee to wear their badge and gun, depending upon the duty limitation. That determination is not subject to the grievance procedure. If the employee on temporary limited duty does not improve to a point that permits a return to full duty, or the employee has been on temporary limited duty status for one year, the employer and the employee will engage in the long term limited duty process. After one year of temporary limited duty an employee may request a six- month extension through their District Captain or Division Commander to the Technical Services Bureau Assistant Chief. The TSB Assistant Chief shall review the employee’s status to determine if a six-month temporary limited duty extension is warranted based on medical necessity. The employee will continue working under the conditions of their temporary limited duty assignment if a six-month extension is granted by the TSB Assistant Chief.
Temporary Limited Duty. 10 The Employer shall offer temporary limited duty assignments to employees 11 when an employee is unable to perform the essential functions of their 12 regular position because of a medical condition(s). 13 Temporary limited duty assignments shall not require a change in residency, 14 and all commute time associated with a temporary limited duty assignment 15 shall be at the expense of the Employer, when the employee’s regular duty 16 assignment includes commute time. The employee shall be permitted to use 17 the Employer’s unmarked vehicle for commuting purposes. The Employer, 18 by its sole determination, may allow the employee to wear his or her badge 19 and gun, depending upon the duty limitation. That determination is not 20 subject to the grievance procedure.
Temporary Limited Duty. A Member who is temporarily disabled for purposes of this provision may submit a written Memorandum via the chain of command to the Chief of Police requesting to be placed in a temporary limited duty assignment.
Temporary Limited Duty. An employee who is on authorized leave due to temporary illness or injury, personal or work-connected, which is expected to last longer than ten (10) working days, shall, in a timely manner, present to his/her physician the Temporary Limited Disability (TLD) explanation package and release form attached to this Contract as Appendix D. The employee shall request that his/her physician complete the release forms as soon as the employee is capable of performing temporary limited duty or has reached maximum medical improvement, whichever occurs earlier. The completed release form should be submitted to the Library Director as soon as possible after completion by the treating physician and, after concurrence by the Town's physician, the employee shall be required to return to a TLD assignment within the Library if release for such work is indicated on the form. The nature of the assignment and duration shall be at the discretion of the Library Director, taking into consideration the temporary physical restrictions of the employee as identified by the treating physician. 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. 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 this Article XIII, Section 1.A.
Temporary Limited Duty. Temporary limited duty assignments shall not require a change in residency, and all travel commute time associated with a temporary limited duty assignment shall be at the expense of the Employer, when the employee’s regular duty assignment includes commute time. The employee shall be permitted to use the Employer’s unmarked vehicle for commuting purposes. The Employer, by its sole determination, may allow the employee to wear his or her badge and gun, depending upon the duty limitation. That determination is not subject to the grievance procedure. If an employee on temporary limited duty does not improve to a point that permits a return to full duty and the employee has been on temporary limited duty status for one year, the employer and the employee will engage in the long term limited duty process. After one year of temporary limited duty an employee may request a six-month extension to the Technical Services Bureau Assistant Chief directly through their District Captain or Division Commander. The TSB Assistant Chief shall review the employee’s status to determine if a six-month temporary limited duty extension is warranted based on medical necessity. The employee will continue working under the conditions of their temporary limited duty assignment if a six-month extension is grated by the TSB Assistant Chief.
Temporary Limited Duty. The employer recognizes that it has a legal obligation to provide injured and disabled employees with all the rights to which they are entitled under state and federal law, including but not limited to, the Workers’ Compensation Act and the Americans with Disabilities Act As Amended (ADAAA). Notwithstanding such legal obligations, the employer agrees to evaluate temporary, limited, modified or light duty assignments, not otherwise required by law, to employees who are medically restricted from fully performing the essential assigned functions of their position. Temporary/limited duty assignments shall not normally exceed six (6) months. The employer shall reasonably explore temporarily assigning employees to other work assignments that they may be able to perform. Light duty may be performed on any shifts as long as a position is available.
Temporary Limited Duty. The granting of limited duty is with the understanding that the employee's injury or illness is of a temporary nature only. The employee shall be expected to be able to return to full duty when fully recovered.
