Common use of Work Related Injury Clause in Contracts

Work Related Injury. If available and at the option of the Employer, an Employee who has suffered an on the job injury may be offered light duty work, which may include bargaining unit work, based on the following conditions: 1. The Employee has been released for light duty work by the treating physician and, 2. The available work is within the limitations of the treating physician’s release. The rate of pay for light duty work shall be on an hourly basis and computed at 50% of the Employee’s base wage. The light duty rate shall only apply to non-prevailing wage projects. The entire fringe benefit package will be paid for all hours worked. In addition, the employee may receive Worker’s Compensation temporary partial disability payments. Refusal of a reasonable offer of work may jeopardize the continued collection of benefits in accordance with State of Wisconsin Law. The Employer is required to notify his/her worker’s compensation carrier weekly of the Employee’s hours. Failure to do so on a timely basis will make the employer responsible for any shortage in the employee’s temporary partial disability payments that arise out of the failure to report. In no case will the Employee be compensated at the light duty rate for more than six (6) months from the initial return to work on a light duty basis. At the end of the six month period, the Employee either returns to full pay or full worker’s compensation.

Work Related Injury. If available and at the option of the Employer, an Employee who has suffered an on the job injury may be offered light duty work, which may include bargaining unit work, based on the following conditions: 1. The Employee has been released for light duty work by the treating physician and, 2. The available work is within the limitations of the treating physician’s release. The rate of pay for light duty work shall be on an hourly basis and computed at 50% of the Employee’s base wage. The light duty rate shall only apply to non-prevailing wage projects. The entire fringe benefit package will be paid for all hours worked. In addition, the employee may receive Worker’s Compensation temporary partial disability payments. Refusal of a reasonable offer of work may jeopardize the continued collection of benefits in accordance with State of Wisconsin Law. The Employer is required to notify his/her worker’s compensation carrier weekly of the Employee’s hours. Failure to do so on a timely basis will make the employer responsible for any shortage in the employee’s temporary partial disability payments that arise out of the failure to report. In no case will the Employee be compensated at the light duty rate for more than six (6) months from the initial return to work on a light duty basis. At the end of the six month period, the Employee either returns to full pay or full worker’s compensation.six

Work Related Injury. If available and at the option of the Employer, an Employee who has suffered an on the job injury may be offered light duty work, which may include bargaining unit work, based on the following conditions: 1. The Employee has been released for light duty work by the treating physician and, 2. The available work is within the limitations of the treating physician’s release. The rate of pay for light duty work shall be on an hourly basis and computed at 50% of the Employee’s base wage. The light duty rate shall only apply to non-non- prevailing wage projects. The entire fringe benefit package will be paid for all hours worked. In addition, the employee may receive Worker’s Compensation temporary partial disability payments. Refusal of a reasonable offer of work may jeopardize the continued collection of benefits in accordance with State of Wisconsin Law. The Employer is required to notify his/her worker’s compensation carrier weekly of the Employee’s hours. Failure to do so on a timely basis will make the employer responsible for any shortage in the employee’s temporary partial disability payments that arise out of the failure to report. In no case will the Employee be compensated at the light duty rate for more than six (6) months from the initial return to work on a light duty basis. At the end of the six month period, the Employee either returns to full pay or full worker’s compensation.