LIGHT DUTY POLICY. 40:01 PURPOSE OF LIGHT DUTY 40:01:01 Light duty is intended to allow the Chief to assign partially incapacitated firefighters who are capable of contributing to the work of the Department to perform certain regular duties of firefighters within their physical capacities. Light duty assignments apply only where it is expected that the firefighter will return to full duty. 40:01:02 A light duty assignment may be made by the Chief where the incapacity is due to an injury sustained in the performance of duty as defined in General Laws Chapter 41, Section III F. 40:01:03 Where the employee's incapacity is not due to injury sustained under G.L.C. 41, Section III F, the employee shall have fifteen (15) calendar days from the date of his incapacity to elect whether he wishes the light duty policy to apply. If the employee elects not to have the light duty option, then he will not be required nor permitted to return to work until he is determined to be capable of full duty, notwithstanding the exhaustion of available sick leave under Article 29 of the Collective Bargaining Agreement.40:01:04 When an employee returns to light duty, and has been receiving Ch. 41-111F benefits for injuries sustained in the line of duty, under this agreement shall not impair any right to injury leave status if from time to time his physical incapacity prevents the performance of light duty. Similarly any employee who sustains a physical on the job injury or re-aggravation of his prior on the job injury while performing light duty shall be eligible for injured leave. 40:02 SCOPE OF DUTIES40:02:01 Firefighters are subject to assignment to light duty in any of four areas:
LIGHT DUTY POLICY. It is the policy of Lumberton Township that all municipal employees who are injured or become ill as a result of their employment with the Township and are thereafter unable to perform their regular duties shall report to the Township Administrator’s discretion in any other departments which he/she might assign them to, consistent with their particular skill, training and ability, so long as said work does not aggravate the injury or illness or unreasonably interfere with its treatment, it being the expressed intention of the parties that municipal employees who are unable to work at one particular position because of job-related injury or illness may be utilized in other municipal jobs while recovering from said injury or illness.
LIGHT DUTY POLICY. The County will endeavor to bring employees with temporary work-related injuries or illnesses back on the job as soon as possible The County may recognize a special obligation arising out of the employment relationship and create a temporary light duty position for an employee when s/he has been injured while performing work for the Department and, as a consequence, is unable to perform his/her regular job duties. The County will not treat an employee with a disability less favorably than an individual without a disability or screen out an individual on the basis of disability in granting such requests for light duty. The County will grant such request, at its sole discretion, and on a case-by case basis in consideration of the medical report submitted by the workers compensation physician, the recommendation of the insuring entity and Departmental staffing needs and requirements. The County reserves the right to grant, refuse or terminate a light duty assignment at any time without cause unless it is in conflict with the mandates of the ADA, FMLA or NJFLA or other state or federal leave laws where applicable. The employee and/or the Third Party Administrator (hereafter “TPA”) are obligated to inform the County of the employee’s medical progress and the County shall have the right to review same periodically. Light duty assignments may be in any department and not just the employee’s normal department. Employees on light duty will receive their regular salaries. If light duty is approved, the employee or TPA must keep the County Administrator, Director of Personnel and Department Head informed of the medical progress. If at the end of light duty period the employee is not able to return to work without restrictions the employee should contact the Department of Personnel to discuss his or her options under state orfederal law. This policy does not affect an employee’s rights under the Americans with Disabilities Act, the Family and Medical Leave Act, the Fair Labor Standards Act, the Contagious or Life Threatening Illnesses Policy or other Federal or State law.
LIGHT DUTY POLICY. The Custodians Chapter of the Northampton Association of School Employees agrees, through reference, a light duty policy.