Common use of Transitional Employment Clause in Contracts

Transitional Employment. The parties recognize the desirability of light duty assignments as a means of returning injured workers to productive employment. The Office of Human Resources Administration and/or her/his designee in agreement with the Union shall define and assign transitional employment for employees who have job related injuries which prevent or limit performance of full job duties and responsibilities within the following parameters: Based upon clearly defined medical verification, the parties shall modify the tasks of the employee including job task, hours, shift and/or work location, to provide transitional employment in order to accommodate the employee’s injury. If no transitional employment is available in the employee’s classification, the employee may be offered work outside her/his classification on a limited basis with approval of the Union. The transitional employment for such employees shall be reviewed on a regular basis. The review interval shall be agreed upon by the Union, the appointing authority and the employee. The transitional employment period shall not exceed six (6) months unless mutually agreed upon by the Union, the appointing authority and the employee with medical documentation. If the employee cannot return to her/his classification and/or assignment based upon medical verification after attaining maximum medical improvement, the State shall attempt to assist them with other employment, education, or training in State service within the bargaining unit in accordance with the Workers’ Compensation Laws. If the injury is not job related and the employee requests to return to work, the appointing authority upon receipt of medical verification that the injured employee can perform limited tasks in her/his classification, the appointing authority, subject to the needs of the University may modify the tasks of the employees’ normal assignment to enable the employee to return to work after utilization of the employees’ sick leave. Any such transitional employee will not displace any bargaining unit member while participating in the program.

Transitional Employment. 47.1 The parties recognize the desirability of light duty assignments as a means of returning injured workers to productive employment. The Office of Human Resources Administration director and/or her/his their designee in agreement with the local Union shall define and assign transitional employment for employees who have job related injuries injuries, which prevent or limit performance of full job duties and responsibilities within the following parameters: Based upon clearly defined medical verification, the parties shall modify the tasks of the employee including job task, hours, shift and/or work location, to provide transitional employment in order to accommodate the employee’s 's injury. If no transitional employment is available in the employee’s 's classification, the employee may be offered work outside her/his their classification on a limited basis with approval of the local Union. The transitional employment for such employees shall be reviewed on a regular basis. The review interval shall be agreed upon by the Unionlocal Union involved, the appointing authority authority, and the employee. The transitional employment period shall not exceed six (6) months unless mutually agreed upon by the Unionlocal Union involved, the appointing authority authority, and the employee with medical documentation. If the employee cannot return to her/his their classification and/or assignment based upon medical verification after attaining maximum medical improvement, the State shall attempt to assist them with other employment, education, or training in State service within the bargaining unit in accordance with the Workers’ Master Contract and the Worker's Compensation Laws. If the injury is not job related and the employee requests to return to work, the appointing authority upon receipt of medical verification that the injured employee can perform limited tasks in her/his their classification, the appointing authority, subject to the needs of the University department may modify the tasks of the employees’ ' normal assignment to enable the employee to return to work after utilization of the employees’ ' sick leave. Any such transitional employee will not displace any bargaining unit member while participating in the program.

Transitional Employment. 46.1 The parties recognize the desirability of light duty assignments as a means of returning injured workers to productive employment. The Office of Human Resources Administration director and/or her/his their designee in agreement with the local Union shall define and assign transitional employment for employees who have job related injuries injuries, which prevent or limit performance of full job duties and responsibilities within the following parameters: Based upon clearly defined medical verification, the parties shall modify the tasks of the employee including job task, hours, shift and/or work location, to provide transitional employment in order to accommodate the employee’s 's injury. If no transitional employment is available in the employee’s 's classification, the employee may be offered work outside her/his their classification on a limited basis with approval of the local Union. The transitional employment for such employees shall be reviewed on a regular basis. The review interval shall be agreed upon by the Unionlocal Union involved, the appointing authority authority, and the employee. The transitional employment period shall not exceed six (6) months unless mutually agreed upon by the Unionlocal Union involved, the appointing authority authority, and the employee with medical documentation. If the employee cannot return to her/his their classification and/or assignment based upon medical verification after attaining maximum medical improvement, the State shall attempt to assist them with other employment, education, or training in State service within the bargaining unit in accordance with the Workers’ Master Contract and the Worker's Compensation Laws. If the injury is not job related and the employee requests to return to work, the appointing authority upon receipt of medical verification that the injured employee can perform limited tasks in her/his their classification, the appointing authority, subject to the needs of the University department may modify the tasks of the employees’ ' normal assignment to enable the employee to return to work after utilization of the employees’ ' sick leave. Any such transitional employee will not displace any bargaining unit member while participating in the program.

Transitional Employment. The parties recognize the desirability of light duty assignments as a means of returning injured workers to productive employment. The Office of Human Resources Administration and/or herhis/his her designee in agreement with the Union shall define and assign transitional employment for employees who have job related injuries which prevent or limit performance of full job duties and responsibilities within the following parameters: Based upon clearly defined medical verification, the parties shall modify the tasks of the employee including job task, hours, shift and/or work location, to provide transitional employment in order to accommodate the employee’s injury. If no transitional employment is available in the employee’s classification, the employee may be offered work outside herhis/his her classification on a limited basis with approval of the Union. The transitional employment for such employees shall be reviewed on a regular basis. The review interval shall be agreed upon by the Union, the appointing authority and the employee. The transitional employment period shall not exceed six (6) months unless mutually agreed upon by the Union, the appointing authority and the employee with medical documentation. If the employee cannot return to herhis/his her classification and/or assignment based upon medical verification after attaining maximum medical improvement, the State shall attempt to assist them with other employment, education, or training in State service within the bargaining unit in accordance with the Workers’ Compensation Laws. If the injury is not job related and the employee requests to return to work, the appointing authority upon receipt of medical verification that the injured employee can perform limited tasks in herhis/his her classification, the appointing authority, subject to the needs of the University may modify the tasks of the employees’ normal assignment to enable the employee to return to work after utilization of the employees’ sick leave. Any such transitional employee will not displace any bargaining unit member while participating in the program.