KELLY v. COUNTY OF LOS ANGELES
Where county notified injured county hospital employee in letter that her temporary work restrictions were not compatible with her then-current work assignment and that she was being removed from regular payroll but did not evince intent to sever employment therelationship. The county offered the employee vocational rehabilitation for a different position and to subsequent retirement application demonstrated to her that the hospital's letter placed her on leave but did not terminate her. The employee was not "effectively dismissed" on ground of permanent disability as of date of letter from hospital and was thus ineligible for reinstatement with back pay pursuant to County Employees Retirement Law.
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