Common use of Non-Occupational Disability Clause in Contracts

Non-Occupational Disability. 1. An employee may be granted a leave of absence for the period of non- occupational disability upon approval of the short term disability carrier (see Benefits). 2. Family & Medical Leave will run concurrently with Non-Occupational Disability. 3. PTO does not accrue during a non-occupational disability leave of absence including the company paid disability payment period – the employee is considered on leave of absence and not active. PTO cannot be cashed out while on leave. Continuation of health benefits for employees on leave shall be in accordance with the terms and conditions set forth in the Plan documents. Eligibility for coverage will be reinstated when the employee returns to work. 4. The FBP Occupational Safety staff will coordinate with the designated USW Health and Safety Representative Lead to review the job-specific Fitness for Duty evaluation input “Job Content Work Sheet/Essential Functions” forms to confirm they properly reflect the requirements for the respective USW P&T Unit positions. Union recommended changes from this review will be provided to line management for validation and those updates agreed to by management will be made to the forms. Future joint reviews of the forms are planned to be conducted each year or at another agreed upon frequency based upon indicators of a need for the review. The Company Medical Officer is the certified Company representative solely responsible and accountable for providing initial and continuing assessments of employee’s fitness for duty. Medical assessments may be made with collaborative consultation with physician specialists and family doctors and may include referrals to such physicians. However, the Company Medical Officer is responsible for making the final determination of the individual’s physical and psychological capacity to perform work and return to duty, with or without temporary or permanent work limitations or restrictions.

Non-Occupational Disability. 1. An employee may be granted a leave of absence for the period of non- occupational disability upon approval of the short short-term disability carrier (see Benefits). 2. Family & Medical Leave will run concurrently with Non-Occupational Disability. 3. PTO does not accrue during a non-occupational disability leave of absence including the company paid disability payment period – the employee is considered on leave of absence and not active. PTO cannot be cashed out while on leave. Continuation of health benefits for employees on leave shall be in accordance with the terms and conditions set forth in the Plan documents. Eligibility for coverage will be reinstated when the employee returns to work. . 4. The FBP Occupational Safety staff will coordinate with the designated USW Health and Safety Representative Lead to review the job-specific Fitness for Duty evaluation input “Job Content Work Sheet/Essential Functions” forms to confirm they properly reflect the requirements for the respective USW P&T Unit positions. Union recommended changes from this review will be provided to line management for validation and those updates agreed to by management will be made to the forms. Future joint reviews of the forms are planned to be conducted each year or at another agreed upon frequency based upon indicators of a need for the review. The Company Medical Officer is the certified Company representative solely responsible and accountable for providing initial and continuing assessments of employee’s fitness for duty. Medical assessments may be made with collaborative consultation with physician specialists and family doctors and may include referrals to such physicians. However, the Company Medical Officer is responsible for making the final determination of the individual’s physical and psychological capacity to perform work and return to duty, with or without temporary or permanent work limitations or restrictions. 5. There is no guarantee that the employee’s job will be available upon return from non- occupational disability leave of absence (if outside of FMLA). The Company will place the employee into an open position within the employee’s classification, if available. Should there be no opening, the employee may bump into classification that they have seniority in or is eligible and qualified for, based on seniority. The junior employee with no open position to be placed in will be laid off.