Transitional Work Assignments. Rehabilitation plans will include the duration of any transitional work assignment not to exceed ninety (90) calendar days and will indicate any physical therapy the injured employee may require. An employee working in a transitional work assignment will be compensated at their regular rate of pay. The employee will not be entitled to bid rights, overtime, etc., since the employee is not fit to perform all of the duties of the classification. With regard to the rights of other employees, the employee in the transitional assignment will be deemed not to be working out of classification. Transitional work assignments will be identified by the Department of Human Resources in consultation with those divisions who have appropriate tasks available. The currently available assignments and the tasks involved in each division will be provided in writing to the Union. No transitional work assignment shall be made to a task, which has not been identified in writing to the Union, except by mutual agreement. Additionally, it is not the intent of the parties to supplement the workforce in classifications where there has been a reduction due to unfilled vacancies, layoff or attrition. In order to identify tasks within each Division which may be appropriate for transitional work assignments, the Union will designate a divisional transitional work coordinator to interface with the Department of Human Resources. The Divisional Transitional Work Coordinator, Divisional Safety Committee, and Human Resources will work to further identify appropriate transitional work tasks within each division. Human resources and the Divisional Transitional Work Coordinator, in consultation with the Manager/Division Head, will, on a case-by case basis, consult regarding placement of employees in appropriate transitional work assignments. Medical issues involving an employee’s ability to perform duties will be determined by the program physician. If issues regarding availability of transitional work assignments cannot be resolved at the divisional level, the matter shall be brought to the Mayor’s designee for final determination, subject to arbitration under Section 2117.21, “Arbitration”. It is not the intent of this section to allow divisions to provide transitional work above that identified nor is a division required to provide transitional work where no such appropriate tasks have been identified and recognized.
Transitional Work Assignments. Consistent with any and all medical limitations identified for an employee, the University may require an employee who experiences injury or illness that results in loss of time from work to accept a transitional work assignment. Transitional assignments are meant to support employee recovery, protect employee income, reduce workers compensation and paid sick leave costs, and shall not prevent the filling of vacant unit positions. Transitional duty shall be limited to a specific time period, and shall not be permanent or long-term. The employee shall be paid their normal pre-injury or pre-illness salary or the higher salary if the transitional work assignment is of a higher grade, for the duration of the transitional duty period. No member of the USA/MTA bargaining unit shall be assigned transitional duty which falls outside the scope of bargaining unit work. However, it is understood that within the limitations described in this provision, employees from other units on transitional work assignment may be assigned work which falls wholly or partially within the USA/MTA bargaining unit’s scope. In collaboration with an occupational health professional, transitional positions will be identified to ensure that the recovering employee has the knowledge, skills, and abilities to succeed in the duties and so that the work can be accomplished safely. An employee will work in a temporary transitional position until he/she has the necessary capacity to perform his/her normal position, or until the transitional job is terminated.
Transitional Work Assignments. There shall be a special joint labor-management committee, consisting of an equal number of labor and management representatives, convened for the purpose of investigating and recommending light duty and/or transitional work assignments for employees who have been injured on the job.
