Temporary Modified Duty. 7.1 The City and the Union recognize that, employees may be temporarily unable to perform their full range of duties required of their position due to a work-related injury or illness. In order to provide gainful employment to these individuals and to maximize productivity, the City may create temporary modified job duties.
7.2 The City has the exclusive right to determine whether or not to create or eliminate temporary modified job duties and to assign eligible employees to fill such jobs.
7.2.1 The City shall not discriminate in assigning temporary modified job duties.
7.2.2 Employees assigned to temporary modified duties shall continue to accrue class seniority and other benefits based on hours worked.
7.3 Employees assigned to temporary modified job duties shall be returned to their regular jobs at such time as they are medically certified as capable of performing the full range of duties of said job.
7.4 If temporary modified job duties cannot be accommodated by the employee’s department, the City will attempt to find temporary modified job duties elsewhere in the City. Departmental seniority will not be affected.
7.5 This Article, Article 7, is not subject to the grievance procedure.
Temporary Modified Duty. 7. 1 The City and the Union recognize that, employees may be temporarily unable to perform their full range of duties required of their position due to a work-related injury or illness. In order to provide gainful employment to these individuals and to maximize productivity, the City may create temporary modified job duties.
Temporary Modified Duty. The District will comply with all laws and current APS Board policy (G-1500 GBGD, G-1511 GBGD-R, G1531 GBGD-E) pertaining to Worker's Compensation. Modified duty will be given only in cases of work related injury or work related illness under certain conditions. While temporary modified duty opportunities will be offered to the maximum extent possible, there is no guarantee, express or implied, that such duty will be available in every case.
Temporary Modified Duty. Temporary Modified Assignments shall be for ninety (90) days. However, the District may, within its sole discretion, by and through the Chief of Police, in conjunction with the Employee Services Division in Human Resources, review the Temporary Modified Assignment (TMA) after the 90-day period has expired to determine whether there are other eligible employees who can assume the TMA. If there are no eligible employees, the TMA may be extended on a week- to week basis, not to exceed an additional ninety (90) days. When possible, the District will attempt to give the employee relinquishing the TMA a four (4) working day notice.
Temporary Modified Duty. The District may assign Temporary Modified Duty (TMD) to an employee who has been released to return to work with restrictions by a medical doctor. In order for an employee to be placed in a TMD assignment, the work must be available and the employee must be qualified to perform the required duties of the assignment. Upon receipt of the medical doctor’s restricted release and/or return of the District’s return-to-work medical questionnaire (necessary if the doctor’s note is too vague), the Employee Services Division of the Human Resources Department shall contact the Chief of Police or designee to determine that a TMD assignment exists, which fits within the employee’s restrictions and limitations. The Employee Services Division of the Human Resources Department shall contact the TMD-eligible employee for assignment. The determination of the existence of a TMD assignment and the contacting of the affected employee shall be done within five (5) days of receiving the medical doctor’s release and/or District medical questionnaire. Employees working in a TMD assignment as a result of an industrial injury/illness will be paid their regular rate of pay, including any shift differential that was paid prior to the injury/illness, regardless of the TMD shift assignment. Employees working in a TMD assignment as a result of a non-industrial injury/illness will be paid their regular rate of pay and any applicable shift differential, dependent upon the assigned shift. TMD assignments shall be for ninety (90) days. Five (5) days prior to the conclusion of the assignment, the Employee Services Division in Human Resources shall determine if any other TMD-eligible employees are waiting for a TMD assignment. If there is a TMD- eligible employee waiting to be assigned and no other assignment is available, except the work being done by the employee concluding a ninety (90) day assignment, the employee will conclude the TMD assignment. If there is no TMD-eligible employee waiting for an assignment or there are additional assignments available, the employee occupying the assignment shall be extended on a week-to-week basis as work remains available, not to exceed an additional ninety (90) days.
Temporary Modified Duty. At the Chief’s discretion an employee who is incapacitated for full duty because of illness or injury (work related and non-work related) may be provided with a temporary modified duty assignment which may include a reduced or different schedule consistent with such employee’s restrictions as determined by the employee’s treating physician and/or the Town’s medical professional. The Chief has the sole discretion to provide, continue and discontinue a temporary modified duty assignment and such discretion shall not be subject to grievance or arbitration. An officer will only be required to return to modified duty from injured on duty leave if the officer so requests.
Temporary Modified Duty. The City will consider temporary modified duty assignments for employees who are temporarily disabled from performing their regular duties due to injury, serious illness, or pregnancy, according to the City’s temporary modified duty policy. Temporary modified duty assignments are at the sole discretion of the City. If there is no modified duty assignment reasonably available, the City is not required to create modified duty assignments.
Temporary Modified Duty. An employee incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the CITY which a physician determines the employee is able to perform. The employee shall be paid one-hundred percent (100%) of the employee’s current pay grade. Current Regular Employees will not be laid off because of such placement.
(a) An employee making the request for temporary modified duty shall submit their request to the Fire Chief, with a letter from their physician outlining the physical restriction(s) and approximate time the employee could return to full duty.
(b) All requests for temporary modified duty assignments shall be submitted to Human Resources for review and approval.
(c) Members requesting temporary modified duty may apply after expending a minimum of sick leave use for one (1) full pay period; provided it is available. Modified duty will be worked on a thirty- eight (38) hour schedule.
(d) Modified duty shall be worked on a thirty-eight (38) hour schedule or forty (40) hour schedule if the employee is in the Classification of MSO, Paramedic AO, Public Education Specialist or SFINV.
(e) The request for temporary modified duty must be for a minimum of two (2) full pay periods.
(f) The request for temporary modified duty must be resubmitted by the employee every thirty (30) calendar days. The assigned supervisor will have authority to accept or reject the request based on the employee’s performance toward organizational goals.
(g) Employees placed on modified duty on a thirty-eight (38) hour schedule will have their current fifty-six (56) hour sick leave and vacation balances converted to thirty-eight (38) hour banks with a conversion factor of 0.6786. When the employee returns to their fifty-six (56) hour schedule, their leave bank will be converted back at a 1.474 rate. While on modified duty, employees will accrue leaves at the thirty-eight (38) hour rate. Employees on modified duty will receive Holiday pay for all Holidays in accordance with the provisions of Article 11 Section 2(b).
(h) Employees who have a regular schedule of forty (40) hours per week and who are placed on modified duty shall accrue leave at the forty (40) hour rate.
(i) Employees who have a regular schedule of thirty-eight (38) hours per week and who are placed on modified duty will accrue leave at the thirty-eight (38) hour rate.
(j) The CITY may cease the modified duty assignment at the CITY’s discretion and...
Temporary Modified Duty. During periods when an employee is off for non- duty leave due to illness or injury, temporary modified duty assignments may be made by the Employer in its sole discretion, under the following conditions:
a) The temporary modified duty assignment is appropriate given the illness or injury of the employee. Any medical expenses shall be the responsibility of the employee.
b) The temporary modified work schedule is approved by the treating physician.
c) The schedule shall allow for rehabilitation by the employee using appropriate
d) Temporary modified Duty Assignments may be granted for a period not to exceed 90 days.
Temporary Modified Duty. 5.13.1. Request for Temporary Modified Duty (TMD) – Non-Job-Related Injury. An employee who is unable to perform all essential functions of his or her job due to injury or other limitation not incurred in the course of duty may request TMD. The request shall be accompanied by a written statement from the employee’s physician which sets out fully the employee’s physical limitations, and which provides an estimate of the period of time during which the employee will be unable to work in an unrestricted duty assignment.
