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Vacation, sick, and paid holiday leave will not be earned during a period of unpaid extended <br />medical leave. Use of approved extended medical leave will not constitute a break in service for <br />purposes of computing years of service. The city of Ramsey does not guarantee job restoration <br />after a period of extended medical leave. <br />The City requires a medical certificate attesting to the employee's fitness for duty prior to the <br />employee being allowed to return to work. The fitness for duty report must be based on the <br />particular health condition(s) for which the leave was approved and must address whether the <br />employee can perform the essential functions of the job. The Human Resources Manager may <br />consult with a physician or other expert to determine reasonable accommodations for any <br />employee who is a "qualified disabled" employee under the Americans with Disabilities Act. If a <br />fitness for duty certification is required, the City may deny reinstatement until it is provided. <br />6.6 Bone Marrow Donation Leave <br />State law provides for paid leaves of absence to an employee who works an average of at least 20 <br />hours per week and seeks to undergo a medical procedure to donate bone marrow. The length of <br />the leave shall not exceed 40 work hours, unless agreed to by the City. Bone Marrow Leave is not <br />chargeable against accrued vacation or sick leave or compensatory time off. The City may require <br />certification from the treating physician regarding the purpose and length of the leave requested by <br />the employee. <br />6.7 Temporary Light Duty <br />Consistent with public service needs, the City may assign light duty to employees who are <br />temporarily unable to fully perform all work duties. The City reserves the sole right to determine, <br />on a case -by -case basis, whether light duty will be assigned and, if assigned, what duties the <br />employee will be expected to perform and the duration of the assignment, which cannot exceed <br />two to four weeks. The City does not guarantee that any light duty will be available, and is under <br />no obligation to create a new position to accommodate any employee's inability to perform the <br />essential functions of their job. <br />The procedure for applying for a light duty assignment will be as follows: <br />A. When an employee is unable to provide full performance of all assigned work duties, the <br />employee may request light duty by submitting a written request to the Department Head. <br />The request shall be accompanied by the treating physician's medical certification <br />indicating diagnosis, current treatment, and the extent and duration of any work restrictions. <br />B. The City may require an independent evaluation conducted by a physician selected by the <br />City to verify the diagnosis, current treatment, work restrictions and expected length of <br />disability. <br />C. Determinations regarding light duty will be made on a depailinent-by-depailinent, case -by - <br />case basis. The Department Head, in consultation with the Human Resources Manager, <br />will consider such factors as public service needs and budgetary consideration, the need for <br />work which may be assigned as light duty, the employee's capability of performing the <br />work, the number of employees not available for work due to injury or illness, and other <br />331Page <br />