Return to Regular Duty With or Without Restrictions Clause Samples

The "Return to Regular Duty With or Without Restrictions" clause outlines the conditions under which an employee may resume their standard job responsibilities following a period of leave, such as for medical reasons. It typically specifies whether the employee can return to work without any limitations or if certain accommodations or restrictions are necessary based on their health status, such as modified duties or reduced hours. This clause ensures a clear process for reintegrating employees into the workplace while addressing any ongoing medical needs, thereby balancing operational requirements with employee well-being.
Return to Regular Duty With or Without Restrictions. An injured worker who has been released by the attending physician to return to regular duty may demand reinstatement to his/her former position or reemployment to an available, suitable position as provided in Department of Administrative Services Statewide Policy #50.020.03 - Reinstatement and Reemployment of Injured Workers. Certification by the attending physician that the physician releases the employee to return to his/her regular employment shall be prima facie evidence that the employee should be able to perform such duties without restrictions or with specified restrictions on a permanent basis. This does not, however, preclude the Employer from obtaining further information relative to the employee's condition. Employees changing their work assignments under the provisions of this Section are not subject to Lateral Transfers or Promotions procedures. The Association shall be notified of such transfers.
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Return to Regular Duty With or Without Restrictions. An injured worker 29 who has been released by the attending physician to return to regular duty may demand 30 reinstatement to his/her former position or reemployment to an available, suitable position 31 as provided in Department of Administrative Services Statewide Policy #50.020.03 - 32 Reinstatement and Reemployment of Injured Workers. Certification by the attending 33 physician that the physician releases the employee to return to his/her regular employment 34 shall be prima facie evidence that the employee should be able to perform such duties 1 without restrictions or with specified restrictions on a permanent basis. This does not, 2 however, preclude the Employer from obtaining further information relative to the 3 employee's condition.
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Related to Return to Regular Duty With or Without Restrictions

  • OTHER LEAVE WITH OR WITHOUT PAY 17.01 In respect to applications for leave made pursuant to this Article, the employee may be required to provide satisfactory validation of the circumstances necessitating such requests.

  • Billing for Treatment and Payment Restrictions Grantees will; a. bill for only one intensity of service and service type (either outpatient or residential) per client per day b. not bill for an intensity of service and service type if another System Agency-funded Treatment Grantee is providing and billing System Agency for another intensity of service and service type. The following are the exception to item b.: A client may receive; a. co-occurring psychiatric / substance use disorder services,

  • Leave Without Pay An employee shall not be entitled to payment for a public holiday falling during a period of leave without pay (including sick leave and military leave without pay) unless the employee has worked during the fortnight ending on the day on which the holiday is observed.

  • Suspension Without Pay If Employee is suspended and/or temporarily prohibited from participating in the conduct of the Employer’s affairs by a notice served under Section 8(e)(3) or (g)(1) of the Federal Deposit Insurance Act, the Employer’s obligations under this Agreement will be suspended as of the date of service thereof, unless stayed by appropriate proceedings. If the charges in such notice are dismissed, the Employer may in its discretion: (a) pay Employee all or part of the compensation withheld while its contract obligations were suspended; and/or (b) reinstate (in whole or in part) any of its obligations which were suspended.

  • Special Leave Without Pay Section 1. Employees may participate in a Special Leave Without Pay Program as established by the Hennepin County Board of Commissioners. The Special Leave Without Pay Program period is from date of County Board Approval through December 31, 2021. Section 2. Upon the request of either party, the EMPLOYER and the UNION shall meet and confer on the extension of this Special Leave Without Pay Program each year through 2021. Section 3. The EMPLOYER's policy on use of Special Leave Without Pay (SLWOP) provides that employees may use SLWOP in cases where they would otherwise not take the leave. The EMPLOYER will therefore interpret its policy on SLWOP to allow SLWOP for Union Leave and Parenting Leave in cases where the employee would not otherwise take the leave.