Early Intervention Program. If an employee has been out of work as a result of a work related injury and the Town’s workers’ compensation/line of duty office is advised by the employee’s physician or the Town’s examining physician or comparable medical provider that the employee is presently unable to perform the essential duties of their job and that their return to work is not imminent, then: 1. The Town will, if the condition so warrants, determine whether the employee would benefit from a medical or vocational rehabilitation program. 2. If such a determination is made, the Town will arrange to have the employee evaluated by a medical or vocational rehabilitation specialist to determine whether the employee would benefit from medical or vocational rehabilitation. 3. If it is determined that the employee would benefit from a medical or vocational rehabilitation program, said program will be developed and coordinated in conjunction with and input form the employee’s attending physician and/or the Town’s examining or consulting physician. 4. Any recommended medical or vocational rehabilitation program must be approved by the Town and the employee prior to its implementation and shall be reasonable. 5. The workers’ compensation/line of duty office of the Legal Department shall monitor the implementation and progress of the rehabilitation program until the employee returns to his/her former position. 6. This early intervention procedure shall not interfere with the medically necessary treatment recommended by the employee’s attending physician or other medical care providers. If the employee and the Town are unable to agree on a proposed medical or vocational rehabilitation program, then the matter will be referred to the Arlington Contributory Retirement Board and the employee will be subject to the provision of M.G.L. Chapter 32 Section 5B, as amended. This program and procedure shall not affect any mandatory compliance with the provisions of M.G.L. c. 152 or the Code or Massachusetts Regulations as they relate to medical or vocational rehabilitation regarding workers’ compensation recipients. Temporary Modified Work Program The Town’s workers’ compensation/line of duty injury office will attempt, where appropriate, to establish an individual program to enable modification of an employee’s job and an early return to work in the same position for injured employees. In coordination with the affected employee’s department head, the employee’s and the Town’s medical providers, the workers’ compensation office will review the injured employee’s job and assess how their job may be temporarily modified in order to enable him/her to return to the same position as soon as possible. Appendix A Fringe Benefits – Longevity The following are suggested guidelines for interpreting and calculating longevity benefits. Collective bargaining agreements establish employee benefits such as the longevity fringe benefit. Any individual collective bargaining agreement may deviate from these guidelines and may establish different standards, however, these guidelines are proposed in order to facilitate and encourage uniform development of and interpretation of the longevity benefit. 1. Payment to be made on or near December 1st, unless otherwise specified. 2. Eligibility to be determined by number of years of continuous full time service with the Town completed prior to December 31, the calendar year. A payment will be made if it may be reasonably assumed that any employee will continue to be employed by the Town on December 31. Examples: Under the existing union contracts, an employee completing five (5) years of service on any day during the calendar year is entitled to a $300.00 longevity payment on December 1st of that year. An active employee whose anniversary date is January 5, for example, will receive his/her initial longevity payment on the following December 1st in the same year in which he/she completes 5 continuous years of service for the Town. An employee whose anniversary date is December 15, would receive that initial payment on the preceding December 1st in the same year. 3. Payments to active employees will be round $300, $500, etc.. sums as called for in the agreement. An active employee completing his/her 10th on July 1st would receive $500 on December 1st, not a lesser or prorated amount. 4. Employees receiving workers’ compensation benefits as a result of injuries incurred on the job are entitled to longevity benefits in the same manner and same amount as employees actively working. Department should provide for such payments in budget preparation. 5. Employees dismissed by the Town for cause shall not be entitled to longevity benefits. 6. Employees retiring from the Town’s employ shall be paid a prorated benefit immediately upon their retirement so that this amount may be included in the final earnings for the purpose of computing retirement benefits, if any and if appropriate. (Pension deductions are made from all longevity payments). An employee must be eligible for a pension through Contributory Retirement System and must have applied to the Arlington Retirement Board for a pension in order to be eligible for a prorated longevity payment. The longevity benefit due shall be that proportion of a year which will have elapsed from the employee’s anniversary date of retirement multiplied by the dollar benefit which would have been due on the next December 1st. Examples: Employee A began work on July 1, 1940 and is retiring on March 31, 1979. At his/her retirement on March 31, 1979, Employee A is entitled to a $750.00 longevity benefit (9 mos./12 mos. x $1000.). Employee B began work on July 1, 1970 and is retiring on December 31, 1978. Employee B will receive $200.00 on December 1st at the same time as other town employees, and an additional $100.00 at the time of retirement on December 31, (6 mos/12 mos. X $200.00). 7. Departments are to include allowances for longevity payments in their budget submittals. If an employee has expressed an intention to retire on a certain date which may entitle him/her to more than one payment in a fiscal year, departments should include this figure in the budget. Appendix B Custodial Vacancies The Town of Arlington and AFSCME Council 93, in order to resolve the issue of the posting of temporary custodial positions to their mutual agreement and satisfaction, have entered into this Memorandum of Agreement. This agreement is a supplement to the Collective Bargaining Agreement which now exists between the Town of Arlington and AFSCME Council 93, AFL-CIO and nothing in this Memorandum of Agreement shall be interpreted in such a way as to be in contradiction to the terms set forth in the Collective Bargaining Agreement. As provided for under Article IX of the Collective Bargaining Agreement (entitled “Seniority”), all permanent vacancies in positions which are covered by the contract, including all custodial position, shall be filled through the process of posting and bidding. The vacancy shall be posted in a conspicuous place listing the pay, duties and qualifications, and the posting will remain for five (5) working days during which time all interested employees should apply in writing for the position. In the case of temporary vacancies which occur in custodial positions covered by the collective bargaining agreement, such positions shall be filled in the following manner: For any temporary custodial vacancy which is to be of at least nine months during in length, the posting and bidding process which must be followed in filling all permanent vacancies, as set forth above and in Article IX of the Collective Bargaining Agreement, shall be followed. For any temporary custodial vacancy which is to be of at least two months duration but less than nine months duration, such vacancy shall be filled through the use of Indication of Interest Statements. Such Indication of Interest Statements shall list the pay, duties, location and qualifications needed for the position, and shall be distributed to each eligible member of the bargaining unit. The candidate designated to fill the vacancy shall be chosen from among those persons who have completed and returned an “Indication of Interest Statement” to their supervisor. In the case of any temporary custodial vacancy which is to be of less than two months duration, such vacancy shall be filled in a manner to be determined by the employer. The determination of the length of any and all temporary vacancies shall be made by the Town using its best effort to make as accurate a determination as possible. In making such a determination, the Town shall not be influenced by the requirements for filling these vacancies contained in the Memorandum of Agreement, i.e., by the procedures that must be followed based upon the length of the temporary vacancy. Appendix C Drug Use and Testing Policy The following is the policy of the Town of Arlington regarding testing associated with alcohol misuse and drug use by those employees operating motor vehicles with a Commercial Driver’s License. A discussion of the physical effects of alcohol and certain drugs on the body is included as well. The terms alcohol misuse, drug use and substance abuse are used interchangeably in this document. The name and telephone number of the person who can answer any questions you may have about the alcohol and drug rules and assist you in substance abuse situations appears on the last page of this policy. TERMS AND ABBREVIATIONS BAT Breath Alcohol Technician CDL Commercial Driver’s License CMV Commercial Motor Vehicle DHHS Department of Health and Human Services DOT Department of Transportation EAP Employee Assistance Program EBT Evidential Breath Testing MRO Medical Review Officer US The Employer YOU The Driver/Employee Definitions
Appears in 1 contract
Sources: Bargaining Agreement
Early Intervention Program. If an employee has been out of work as a result of a work related injury and the Town’s workers’ compensation/line of duty office is advised by the employee’s physician or the Town’s examining physician or comparable medical provider that the employee is presently unable to perform the essential duties of their job and that their return to work is not imminent, then:
1. The Town will, if the condition so warrants, determine whether the employee would benefit from a medical or vocational rehabilitation program.
2. If such a determination is made, the Town will arrange to have the employee evaluated by a medical or vocational rehabilitation specialist to determine whether the employee would benefit from medical or vocational rehabilitation.
3. If it is determined that the employee would benefit from a medical or vocational rehabilitation program, said program will be developed and coordinated in conjunction with and input form the employee’s attending physician and/or the Town’s examining or consulting physician.
4. Any recommended medical or vocational rehabilitation program must be approved by the Town and the employee prior to its implementation and shall be reasonable.
5. The workers’ compensation/line of duty office of the Legal Department shall monitor the implementation and progress of the rehabilitation program until the employee returns to his/her former position.
6. This early intervention procedure shall not interfere with the medically necessary treatment recommended by the employee’s attending physician or other medical care providers. If the employee and the Town are unable to agree on a proposed medical or vocational rehabilitation program, then the matter will be referred to the Arlington Contributory Retirement Board and the employee will be subject to the provision of M.G.L. Chapter 32 Section 5B, as amended. This program and procedure shall not affect any mandatory compliance with the provisions of M.G.L. c. 152 or the Code or Massachusetts Regulations as they relate to medical or vocational rehabilitation regarding workers’ compensation recipients. Temporary Modified Work Program The Town’s workers’ compensation/line of duty injury office will attempt, where appropriate, to establish an individual program to enable modification of an employee’s job and an early return to work in the same position for injured employees. In coordination with the affected employee’s department head, the employee’s and the Town’s medical providers, the workers’ compensation office will review the injured employee’s job and assess how their job may be temporarily modified in order to enable him/her to return to the same position as soon as possible. Appendix A Fringe Benefits – Longevity The following are suggested guidelines for interpreting and calculating longevity benefits. Collective bargaining agreements establish employee benefits such as the longevity fringe benefit. Any individual collective bargaining agreement may deviate from these guidelines and may establish different standards, however, these guidelines are proposed in order to facilitate and encourage uniform development of and interpretation of the longevity benefit.
1. Payment to be made on or near December 1st, unless otherwise specified.
2. Eligibility to be determined by number of years of continuous full time service with the Town completed prior to December 31, the calendar year. A payment will be made if it may be reasonably assumed that any employee will continue to be employed by the Town on December 31. Examples: Under the existing union contracts, an employee completing five (5) years of service on any day during the calendar year is entitled to a $300.00 longevity payment on December 1st of that year. An active employee whose anniversary date is January 5, for example, will receive his/her initial longevity payment on the following December 1st in the same year in which he/she completes 5 continuous years of service for the Town. An employee whose anniversary date is December 15, would receive that initial payment on the preceding December 1st in the same year.
3. Payments to active employees will be round $300, $500, etc.. sums as called for in the agreement. An active employee completing his/her 10th on July 1st would receive $500 on December 1st, not a lesser or prorated amount.
4. Employees receiving workers’ compensation benefits as a result of injuries incurred on the job are entitled to longevity benefits in the same manner and same amount as employees actively working. Department should provide for such payments in budget preparation.
5. Employees dismissed by the Town for cause shall not be entitled to longevity benefits.
6. Employees retiring from the Town’s employ shall be paid a prorated benefit immediately upon their retirement so that this amount may be included in the final earnings for the purpose of computing retirement benefits, if any and if appropriate. (Pension deductions are made from all longevity payments). An employee must be eligible for a pension through Contributory Retirement System and must have applied to the Arlington Retirement Board for a pension in order to be eligible for a prorated longevity payment. The longevity benefit due shall be that proportion of a year which will have elapsed from the employee’s anniversary date of retirement multiplied by the dollar benefit which would have been due on the next December 1st. Examples: Employee A began work on July 1, 1940 and is retiring on March 31, 1979. At his/her retirement on March 31, 1979, Employee A is entitled to a $750.00 longevity benefit (9 mos./12 mos. x $1000.). Employee B began work on July 1, 1970 and is retiring on December 31, 1978. Employee B will receive $200.00 on December 1st at the same time as other town employees, and an additional $100.00 at the time of retirement on December 31, (6 mos/12 mos. X $200.00).
7. Departments are to include allowances for longevity payments in their budget submittals. If an employee has expressed an intention to retire on a certain date which may entitle him/her to more than one payment in a fiscal year, departments should include this figure in the budget. Appendix B Custodial Vacancies The Town of Arlington and AFSCME Council 93, in order to resolve the issue of the posting of temporary custodial positions to their mutual agreement and satisfaction, have entered into this Memorandum of Agreement. This agreement is a supplement to the Collective Bargaining Agreement which now exists between the Town of Arlington and AFSCME Council 93, AFL-CIO and nothing in this Memorandum of Agreement shall be interpreted in such a way as to be in contradiction to the terms set forth in the Collective Bargaining Agreement. As provided for under Article IX of the Collective Bargaining Agreement (entitled “Seniority”), all permanent vacancies in positions which are covered by the contract, including all custodial position, shall be filled through the process of posting and bidding. The vacancy shall be posted in a conspicuous place listing the pay, duties and qualifications, and the posting will remain for five (5) working days during which time all interested employees should apply in writing for the position. In the case of temporary vacancies which occur in custodial positions covered by the collective bargaining agreement, such positions shall be filled in the following manner: For any temporary custodial vacancy which is to be of at least nine months during in length, the posting and bidding process which must be followed in filling all permanent vacancies, as set forth above and in Article IX of the Collective Bargaining Agreement, shall be followed. For any temporary custodial vacancy which is to be of at least two months duration but less than nine months duration, such vacancy shall be filled through the use of Indication of Interest Statements. Such Indication of Interest Statements shall list the pay, duties, location and qualifications needed for the position, and shall be distributed to each eligible member of the bargaining unit. The candidate designated to fill the vacancy shall be chosen from among those persons who have completed and returned an “Indication of Interest Statement” to their supervisor. In the case of any temporary custodial vacancy which is to be of less than two months duration, such vacancy shall be filled in a manner to be determined by the employer. The determination of the length of any and all temporary vacancies shall be made by the Town using its best effort to make as accurate a determination as possible. In making such a determination, the Town shall not be influenced by the requirements for filling these vacancies contained in the Memorandum of Agreement, i.e., by the procedures that must be followed based upon the length of the temporary vacancy. Appendix C Drug Use and Testing Policy The following is the policy of the Town of Arlington regarding testing associated with alcohol misuse and drug use by those employees operating motor vehicles with a Commercial Driver’s License. A discussion of the physical effects of alcohol and certain drugs on the body is included as well. The terms alcohol misuse, drug use and substance abuse are used interchangeably in this document. The name and telephone number of the person who can answer any questions you may have about the alcohol and drug rules and assist you in substance abuse situations appears on the last page of this policy. TERMS AND ABBREVIATIONS BAT Breath Alcohol Technician CDL Commercial Driver’s License CMV Commercial Motor Vehicle DHHS Department of Health and Human Services DOT Department of Transportation EAP Employee Assistance Program EBT Evidential Breath Testing MRO Medical Review Officer US The Employer YOU The Driver/Employee DefinitionsDecember
Appears in 1 contract
Sources: Bargaining Agreement