Permanent Reassignment. Nothing in this procedure will preclude Management from permanently reassigning an employee to another position provided the employee is notified, in writing, of the reason(s) for the reassignment. A permanent reassignment is an extraordinary action. In order for an involuntary permanent reassignment to be made, either operational need must exist for the reassignment, or there must exist reasons for the reassignment, which effectively preclude the employee from performing their bid position. An employee on Leave Without Pay for ten (10) or more consecutive work days (except those placed on Leave Without Pay as a result of an illness or injury compensable under the worker’s compensation system or on Family Medical Leave) and/or receiving shared leave for ten (10) or more consecutive work days, or a combination thereof may be reassigned and will have their bid requests suspended until they return to work.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexible employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from the United States Public Health Service or a physician designated by the installation head giving full evidence of the physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certificate from the employee’s personal physician will not be acceptable.
2. The following procedures are the exclusive procedures for resolving a disagreement between the employee’s physician and the physician designated by the USPS concerning the medical condition of an employee who has requested a per- manent light duty assignment. These procedures shall not apply to cases where the employee’s medical condition arose out of an occupational ill- ness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the con- dition in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate striking of names from the list by the Union and the Employer. The Employer will supply the selected physician with all relevant facts including job description and occupational physical requirements. The decision of the third physician will be final as to the employee’s medical condition and occupational limitations, if any. Any other issues relating to the employee’s entitlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer.
Permanent Reassignment. Whenever the Appointing Authority determines to make a permanent reassignment within thirty-five (35) miles, the Appointing Authority shall, before the reassignment is effected, consider (but not be limited to) the following:
A. The employee's ability to perform the job;
B. The employee's qualifications to perform the job;
C. The employee's interest in the job;
D. The employee's current workload;
E. The employee's Classification/Class Option Seniority.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexible employee having a minimum of five years of postal service, or any full-time regular or part- time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from the United States Public Health Service or a physician designated by the installation head giving full evidence of the physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certificate from the employee’s personal physician will not be acceptable.
Permanent Reassignment. Any ill or injured full-time or part-time employee having a minimum of five years postal service or any full-time or part-time employee who sustained injury on duty, regardless of years of service, while performing assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the Management Designee in each Center if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician designated by the Management Designee giving full evidence of the physical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certificate from the employee’s personal physician will not be acceptable.
Permanent Reassignment. 1. The University may reassign a bargaining unit member from one job assignment or work area to another, within or between departments or work shifts.
2. In cases of permanent reassignment under this Section, the University will use seniority as the first consideration, provided qualifications are sufficient for the performance of the required work assignment.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexi- ble employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assign- ment to the installation head if the employee is per- manently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician designated by the installation head giving full evidence of the phys- ical condition of the employee, the need for reassign- ment, and the ability of the employee to perform other duties. A certificate from the employee’s per- xxxxx physician will not be acceptable.
2. The following procedures are the exclusive proce- dures for resolving a disagreement between the employee’s physician and the physician designated by the USPS concerning the medical condition of an employee who has requested a permanent light duty assignment. These procedures shall not apply to cases where the employee’s medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condition in question, the list to be sup- plied by the local Medical Society. The physician will be selected by the alternate striking of names
Permanent Reassignment. Insofar as possible, the Company will try to reinstate in the Company any Cabin Attendant who can no longer perform his duties.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flexible employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sus- tained injury on duty, regardless of years of service, while per- forming the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician desig- nated by the installation head giving full evidence of the phys- ical condition of the employee, the need for reassignment, and the ability of the employee to perform other duties. A certifi- cate from the employee’s personal physician will not be acceptable.
2. The following procedures are the exclusive procedures for resolving a disagreement between the employee’s physician and the physician designated by the USPS concerning the medical condition of an employee who has requested a per- manent light duty assignment. These procedures shall not apply to cases where the employee’s medical condition arose out of an occupational illness or injury. On request of the Union, a third physician will be selected from a list of five Board Certified Specialists in the medical field for the condi- tion in question, the list to be supplied by the local Medical Society. The physician will be selected by the alternate strik- ing of names from the list by the Union and the Employer. The Employer will supply the selected physician with all relevant facts including job description and occupational physical requirements. The decision of the third physician will be final as to the employee’s medical condition and occupational lim- itations, if any. Any other issues relating to the employee’s entitlement to a light duty assignment shall be resolved through the grievance-arbitration procedure. The costs of the services of the third physician shall be shared by the Union and the Employer.
Permanent Reassignment. 1. Any ill or injured full-time regular or part-time flex- ible employee having a minimum of five years of postal service, or any full-time regular or part-time flexible employee who sustained injury on duty, regardless of years of service, while performing the assigned duties can submit a voluntary request for permanent reassignment to light duty or other assignment to the installation head if the employee is permanently unable to perform all or part of the assigned duties. The request shall be accompanied by a medical certificate from a physician designated by the installation head giving full evidence of the physical condition of the employee, the need for
