NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS Clause Samples

NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS. Employees injured in non-work related incident or accident, which limits the ability to be able to to be fit for duty, may use the following process. The below process is in place to identify steps, set expectations, create milestones, and provide options where possible. This 12-month maximum mark process is only available to an employee once in their career. A second (or more) major injury/illness for that employee will result in just FMLA and paid time off coverage benefits. Additionally, MFD can only utilize this process for a maximum of three employees at one time. If a fourth employee has a major injury/illness, it will also results in just FMLA and paid time off coverage benefits. 1. Employees will utilize the FMLA process in accordance with City Policy in the event of a serious medical event (injury/illness) and the employee cannot work. 2. Employees first utilize sick leave in accordance with Article 20 of this agreement for non- work related injuries/illness and in conjunction with FMLA. 3. If at some point, either during the FMLA or afterwards, the employee runs out of sick leave, they may use any and all other paid time off (other PTO: vacation, personnel, and compensatory time) to provide paid leave in accordance with this section. The usage of PTO, may continue up to 12 months from the initial time of injury/illness. 4. If the injury or illness extends pass the FMLA 12 ▇▇▇▇▇ ▇▇▇▇, the employee will provide a doctor’s note regarding the reasons for the extended absence and a projected return to work date, if possible. This note and all notes referred to in this process will be filed in the employees’ HIPPA compliant medical record. Supervisor may request updated certification/doctors’ notes periodically, but no more than one report every 30 days, to document the absence. 5. During the FMLA 12 weeks and beyond, the employee will check-in (telephone or meeting) with their supervisor bi-weekly to keep their supervisor informed regarding any return to work progress and their medical condition, along with verification of employee timecard with PTO usage. 6. If at some point before the 12 month mark, the employee runs out of all other PTO, they may apply for sick leave donation per City Policy. ▇▇▇▇ leave donation may last up to 480 hours. 7. If sick leave donation runs out before the 12 month mark or is not made available, the employee may apply for short-term disability in accordance with City policy. Short term disability may last up to 13 weeks. ...
View SourceView Similar (4)

Related to NON-WORK RELATED EXTENDED INJURY/ILLNESS PROCESS

  • Permission to Leave Work The Employer agrees that stewards shall not be hindered, coerced, restrained or interfered with in any way in the performance of their duties, while investigating disputes and presenting adjustments as provided in this Article. The Union recognizes that each ▇▇▇▇▇▇▇ is employed by the Employer and that they will not leave their work during working hours except to perform their duties under this Agreement. Therefore, no ▇▇▇▇▇▇▇ shall leave their work without permission of their supervisor, which will not be unreasonably withheld.

  • ADDITIONAL SPECIAL CONTRACT CONDITIONS Special Contract Conditions revisions: the corresponding subsections of the Special Contract Conditions referenced below are replaced in their entirety with the following:

  • Elements Unsatisfactory Needs Improvement Proficient Exemplary IV-A-1. Reflective Practice Demonstrates limited reflection on practice and/or use of insights gained to improve practice. May reflect on the effectiveness of lessons/ units and interactions with students but not with colleagues and/or rarely uses insights to improve practice. Regularly reflects on the effectiveness of lessons, units, and interactions with students, both individually and with colleagues, and uses insights gained to improve practice and student learning. Regularly reflects on the effectiveness of lessons, units, and interactions with students, both individually and with colleagues; and uses and shares with colleagues, insights gained to improve practice and student learning. Is able to model this element.

  • Unsafe Work Conditions No Employee shall be disciplined for refusal to work on a job which in the opinion of: (a) A member of a safety committee; or (b) A person designated by a safety committee; or (c) A safety officer after an on-site inspection and following discussion with a representative of the Employer, does not meet the standards established pursuant to the Workers' Compensation Act.

  • Selection of Subcontractors, Procurement of Materials and Leasing of Equipment The contractor shall not discriminate on the grounds of race, color, religion, sex, national origin, age or disability in the selection and retention of subcontractors, including procurement of materials and leases of equipment. The contractor shall take all necessary and reasonable steps to ensure nondiscrimination in the administration of this contract. a. The contractor shall notify all potential subcontractors and suppliers and lessors of their EEO obligations under this contract. b. The contractor will use good faith efforts to ensure subcontractor compliance with their EEO obligations.