Transitional Work Program. 13.7.1 It is the goal of the City of Portland to assist an employee who sustains a work-related injury to return to work as quickly as medically possible. To that end, the City will define specific work assignments or “Transitional Work” that will be made available to such employees who, in the City’s judgment, based on medical evidence relative to the injury, will probably be able to return to “Regular Work” within three years of the date of injury.
Transitional Work Program. Employees are required to participate in the Transitional Work Program if their injury is work-related. Program specifics are outlined in the district's program, meant to transition employees back to regular assignment within 60 days, all under doctor's and therapist's care.
Transitional Work Program. The BOARD will offer a Transitional Work Program for employees injured on the job who have been released from their physician or medical provider and are medically stable, with the potential to return to their primary original work within thirty (30) calendar days. The BOARD will offer full and complete wages for eligible employees during transitional work and work within its ability to accommodate the employees' restrictions during this period. The BOARD recognizes that some employees may not be able to work their entire shift due to medical appointments or restrictions, but as long as the transitional work opportunity is progressing based on the medical provider, employee and district's common goals, and the good faith of all parties towards this end, weekly wages shall be continued at 100%. In the event an employee can no longer participate in transitional work or is no longer eligible, they still maintain any eligible benefits as determined the Bureau of Worker's Compensation. The BOARD, employee and medical provider will give each other reasonable notice in the event transitional work can no long be continued or has ended successfully.
Transitional Work Program. 385. The procedure set forth below shall constitute SFMTA’s Transitional Work Program (TWP); jointly established by SFMTA and the Transport Workers’ Union, Local 250-A: 386. A number of active 9163 positions will be set aside by the SFMTA Executive/CEO or designee and shall be designated transitional work 387. Any employee who is medically certified and qualified for any one of the designated positions must be able to perform the job or be trained to perform the job within five (5) days or less.
Transitional Work Program. The employee may be able to return to work under the City's Transitional Work Program. This program works to minimize the impact of an injury, illness, or disability on an employee's capacity to work safely and productively, as well as to serve as a benefit to protect the employability of workers with restrictions; moreover, it’s a program that involves an early intervention process requiring the timely utilization of internal and external services and interventions. The program focuses on early return to work strategies designed to control lost time and disability costs and requires joint employee and management involvement, support and accountability. Specific policies and procedures related to this program have been adopted by City Council. At the conclusion of a twelve (12) month period, the employee shall either return to work, if determined to be able to perform the job, or shall be separated from City service, and may only be reinstated in accordance with Section 37.2 below.
Transitional Work Program. 1. The City is committed to the safety and health of our employees. It is the policy of City to effectively manage workers’ on or off duty injuries while maintaining the working status of each employee. The City will employ strategies to return the injured employee to work as quickly as possible.
Transitional Work Program. The Employer, the Union, and the Employees recognize the value of providing a gradual re- adaptation to the physical demands of the workplace.
Transitional Work Program. The Company and Union agree this program will apply to both occupational and non-occupational disabilities, which are temporary in nature. The transitional work program will not normally exceed eight (8) weeks in duration. It must be a progressive plan with the final objective of returning the employee to their pre-injury job. Participation for occupational and non-occupational injuries where transitional work has been approved is mandatory. Yours truly, X.X. Xxxxxxx Operations Manager Acknowledged, J. Olides, President Local #862, U.S.W.A. Mr. J. Olides, President Local #000, X.X.X.X. Xxxxxxxxx, Xxxxxxx Dear Mr. Olides Pension Increase (Retirees) This will serve to confirm the following item of understanding reached during recent contract negotiations. If during the life of the current Agreement, the Company should elect to increase the amount of pension for present retirees, the Company will, before making such announcement, discuss each announcement with the local union. Yours truly, X.X. Xxxxxxx Operations Manager Acknowledged, J. Olides, President Local #862, U.S.W.A. Mr. J. Olides, President Local #000, X.X.X.X. Xxxxxxxxx, Xxxxxxx Dear Mr. Olides
Transitional Work Program. The employee may be able to return to work under the City's Transitional Work Program. This program works to minimize the impact of an injury, illness, or disability on an employee's capacity to work safely and productively, as well as to serve as a benefit to protect the employability of workers with restrictions; moreover, it’s a program that involves an early intervention process requiring the timely utilization of internal and external services and interventions. The program focuses on early return to work strategies designed to control lost time and disability costs and requires joint employee and management involvement, support and accountability. Specific policies and procedures related to this program have been adopted by City Council. The union shall be given notice of any proposed changes in the aforementioned policies and procedures and the city shall bargain with the union over proposed changes upon the union’s timely request. At the conclusion of a twelve (12) month period, the employee shall either return to work, if determined to be able to perform the job, or shall be separated from City service, and may only be reinstated in accordance with Section 37.2 below.
Transitional Work Program. Transitional Work is less strenuous assignments, with no fire suppression or emergency medical duties except where an Employee is medically cleared to perform such specific duties. When an Employee, based on satisfactory medical evidence, can only perform transitional work, the Chief will assign those duties beginning immediately during the Employee’s shift or on the next scheduled shift if the release occurs outside the Employee’s regular shift. Employees medically cleared for full duty will be immediately returned to full-duty on their next regularly scheduled shift. Any disagreement about the Employee’s ability to perform duties will be resolved under the third doctor procedure in Section 33.4 (Medical Examination). Employees who work a 53-hour work week will continue to work their regularly scheduled hours while on a transitional duty assignment, except where the Employee’s schedule is modified pursuant to Section 28.4 (Change of Schedule) of this Agreement.
