LIGHT DUTY ASSIGNMENT. Light duty assignment shall be considered in instances where employees are unable to perform the required duties of their current position due to an injury or illness. Said transfer may be made on a temporary basis at the discretion of the Fire Chief. Transfers to said position shall be made in accordance with a medical doctor's recommendation and the City’s return to work policy, provided an opening exists within the capabilities of the injured/disabled employee.
LIGHT DUTY ASSIGNMENT. When an on-the-job injury prevents an employee from performing normal job duties but the employee is able to perform a light duty assignment, the employee may be assigned to a temporary light duty assignment by the Police Chief if he determines that a temporary light duty assignment is available. The employee will be required to provide a written description from a physician of the limitations to be in effect prior to being considered for a light duty assignment. The City has the right to send the employee to a doctor of the City’s choice at City expense to further determine the ability of the employee to work a light duty assignment. The City may choose a physician who is a specialist in the field to eliminate the problem of conflicting opinions. The intent of the second opinion is to assist in determining staffing levels and to encourage rehabilitation of the employee.
LIGHT DUTY ASSIGNMENT. Upon submission of medical documentation that an employee is unable to temporarily perform firefighting duties due to a work related injury or illness, the Township will provide, if available, at the employee’s request, alternate duty. Alternate duty shall be limited to that which is medically appropriate and which contributes in a meaningful and identifiable mission of the Department. The parties agree that alternate duty assignments are to be of a temporary nature, not exceeding twelve (12) calendar months.
LIGHT DUTY ASSIGNMENT. Light duty will consist of allowing the employee to work, but only under the restrictions placed on them by their obstetrician and the FD physician. This could include temporary assignment to an administrative position or other work modification.
LIGHT DUTY ASSIGNMENT. 22.061 An Employee shall return to his or her respective department for light-duty assignment.
LIGHT DUTY ASSIGNMENT. Employees returned to work on light duty assignments shall suffer no loss of accrued leave benefits as a result of changing from a suppression workweek to an administrative workweek or vice versa. In the event such an assignment occurs, the employee's hours utilized will be converted to the appropriate rate. (See attachment under Appendix A for current suppression workweek hours.)
LIGHT DUTY ASSIGNMENT. Section 10.3.1 If an employee is allowed to return to duty following a duty related injury or illness at a status less than that required for their classification, they shall report to the Chief for light duty assignment. Light duty assignment may include a 40 hour work week with associated benefits including time off and holidays.
LIGHT DUTY ASSIGNMENT. For employees performing light duty work, such light duty will be considered as time worked for the purpose of meeting the probationary period.
LIGHT DUTY ASSIGNMENT. An employee recuperating from a non-occupational illness or injury and temporarily unable to perform normal operational duties may voluntarily submit a written request to his/her supervisor for temporary assignment, not to exceed 12 months, to duties commensurate with the disability and the employee’s qualifications. The Employer shall give the employee priority for any appropriate assignment available. When the Employer determines that an employee is temporarily unable to perform his/her regular duties due to injury or occupational illness, but may be capable of returning to or remaining in a duty status, the Employer will make a good faith effort to locate a work assignment compatible with the employee’s physical condition.
LIGHT DUTY ASSIGNMENT. When an employee has been release by treating physician to limited or “light duty” status. The District shall accommodate the employee in that capacity until employee is released to full duty status or reaches Maximum Medical Improvement (MMI).
