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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 Administrative 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 Htffflat <br /> employee's Department Head and the Administrative Services <br /> Directory sly-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 /> If the treating physician requires a continuation of light duty beyond the initial two <br /> weeks tour weeks,the employee must submit the treating physician's documentation for the <br /> Human T?eset r-ees Ai ana.gorAdministrative Services Director's review,followed by the City <br /> Administrator's approval or denial to�n o-FEle-F to detefmine if t1fle C t; ean 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 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 -Ni I a,.-o Pre-, and Parenting Leave <br /> All employees are entitled to take an unpaid leave of absence under the Pregnancy and Parenting <br /> Leave Act of Minnesota.Female employees for prenatal care,or incapacity due to pregnancy, <br /> childbirth,or related health conditions as well as a biological or adoptive parent in conjunction <br /> with after the birth or adoption of a child as eligible for up to 12 weeks of unpaid leave and must <br /> 481Page <br />