Agenda - Council Work Session - 11/25/2025

Home

may consult with a physician or other expert to determine reasonable accommodations for any employee who is a "qualified disabled" employee under the Americans with Disabilities Act. If a fitness -for -duty certification is required, the City may deny reinstatement until it is provided. 6.6 Bone Marrow Donation Leave State law provides for paid leaves of absence for employees who works an average of at least 20 hours per week to undergo a medical procedure to donate bone marrow. The length of the leave shall not exceed 40 work hours unless otherwise agreed to by the City. Bone Marrow Leave is not chargeable against accrued vacation, sick leave, or compensatory time off. The City may require certification from the treating physician regarding the purpose and duration of the leave requested by the employee. 6.7 Temporary Light Duty Consistent with public service needs, the City may assign light duty to employees who are temporarily unable to fully perform all work duties. The City reserves the sole right to determine, on a case -by -case basis, whether light duty will be assigned and, if assigned, what duties the employee will be expected to perform. The duration of the assignment cannot exceed four weeks without the City Administrator's approval. The City does not guarantee that any light duty will be available and is under no obligation to create a new position to accommodate any employee's inability to perform the essential functions of their job. Police Department and Fire Department employees are not eligible for light duty assignments unless approved by the Department Head and the Administrative Services Director. The procedure for applying for a light duty assignment is as follows: • When an employee is unable to fully perform all assigned work duties, the employee may request light duty by submitting a written request to the Administrative Services Director. This request must be accompanied by the treating physician's medical certification indicating diagnosis, current treatment, and the extent and duration of any work restrictions. • The City may require an independent evaluation conducted by a physician selected by the City to verify the diagnosis, current treatment, work restrictions, and expected length of disability. • Decisions regarding light duty assignments will be made on a department -by -department, case -by -case basis. The Administrative Services Director, in consultation with the Department Head, will consider such factors as public service needs, budgetary consideration, the need for work that can be assigned as light duty, the employee's capability of performing the work, the number of employees unavailable for work due to injury or illness, and other relevant factors. The City does not guarantee the availability of light duty and is under no obligation to create a new position to accommodate an employee's inability to perform the essential functions of their job. 41