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C. Determinations regarding light duty will be made on a department-by-department, case-by- <br /> case basis. The Human Resources Manager, in consultation with the Department Head, <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 /> relevant factors, as determined by the Human Resources Manager's sole discretion. The <br /> City does not guarantee that any light duty will be available, and is under no obligation to <br /> create a new position to accommodate any employee's inability to perform the essential <br /> functions of their job. <br /> D. The City will determine what job duties the employee will perform. These duties may <br /> include those currently assigned to the employee's job classification or any other duties the <br /> City considers to be appropriate. Duration of light duty will be determined at the sole <br /> discretion of the City. <br /> E. If the treating physician requires a continuation of light duty beyond the initial two weeks, <br /> the employee must submit the treating physician's documentation for the Human Resources <br /> Manager's review in order to determine if the City can grant additional light duty. The <br /> City, at its sole discretion, reserves the right to terminate a light duty assignment at any <br /> time based upon, but not limited to, the factors set forth in sub-item C above. <br /> 6.8 Military Leave <br /> State and federal laws provide for and regulate military leave for employees who are called to <br /> military service, whether in the Reserves or full-time service. Leave from employment to <br /> participate in military duty is addressed in federal law in the Uniformed Services Employment& <br /> Re-employment Rights Act(USERRA). Public employees in Minnesota engaged in military <br /> service have additional benefits under Minnesota Statutes. Every city of Ramsey employee, <br /> whether in the Reserves or full-time service, will be afforded the benefits entitled to them under <br /> federal and state law. Employees should contact Human Resources for additional details. <br /> 6.9 Parenting Leave <br /> Parenting Leave, as provided for in Minnesota Statutes, grants qualifying employees unpaid leave <br /> of up to twelve (12) weeks for: (1) a biological or adoptive parent in conjunction with the birth or <br /> adoption of a child; or(2) a female employee for prenatal care, or incapacity due to pregnancy, <br /> childbirth, or a related health condition. Parental Leave is considered to be taken simultaneously <br /> with FMLA leave. If leave is taken due to the birth or adoption of a child, the leave must begin <br /> within twelve (12) months of the birth or adoption, unless the child remains in the hospital after the <br /> mother has been discharged, in which case the leave must begin within twelve (12)months after <br /> the child leaves the hospital. <br /> 6.10 School Conference and Activities Leave <br /> Any qualifying employee may take leave of up to 16 hours during any 12-month period to attend <br /> school-related activities related to the employee's child attending school,provided the school-related <br /> activities cannot be scheduled during non-work hours. <br /> 351Page <br />