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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 Human Resource <br />ManagerAdministrative Services Director. The request shall be accompanied by the <br />treating physician's medical certification indicating diagnosis, current treatment, and the <br />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 department -by -department, case -by - <br />case basis. The Human Resources ManagerAdministrative Services Director, in <br />consultation with the Department Head, will consider such factors as public service needs <br />and budgetary consideration, the need for work which may be assigned as light duty, the <br />employee's capability of performing the work, the number of employees not available for <br />work due to injury or illness, and other relevant factors, as determined by the Human <br />Resources Manage- employee's Department Head and the Administrative Services <br />Directory sole discretion. The City does not guarantee that any light duty will be available, <br />and is under no obligation to create a new position to accommodate any employee's <br />inability to perform the essential 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, but shall not exceed four weeks without the City Administrator's <br />approval.- <br />E. If the treating physician requires a continuation of light duty beyond the initial two <br />weeksfour weeks, the employee must submit the treating physician's documentation for the <br />Human Resources ManagerAdministrative Services Director's review, followed by the City <br />Administrator's approval or denial to in order to detormin if the City can grant additional <br />light duty or not. The City, at its sole discretion, reserves the right to terminate a light duty <br />assignment at any time based upon, but not limited to, the factors set forth in sub -item C <br />above. <br />6.8 Military Leave <br />State and federal laws provide protection and benefits to city employees who are called to military <br />service, whether in the reserves or on active duty. Such employees are entitled to a leave of <br />absence without loss of pay, seniority status, efficiency rating, or benefits for the time the <br />employee is engaged in training or active service not exceeding a total of 15 workdays in any <br />calendar year. City compensation is in addition to the military pay for these 15 days, as per MN <br />Attorney General's Opinion. <br />The leave of absence is only in the event the employee returns to employment with the city as <br />required upon being relieved from service or is prevented from returning by physical or mental <br />48 1Page <br />