Temporary Light Duty. SacRT will consider written requests for light duty work by employees, or may independently provide light or modified duty to employees who have become temporarily unable to perform the full functions of their regular job, subject to the following provisions:
Temporary Light Duty. When an employee is temporarily disabled from performing his usual and customary job duties as a result of an industrial injury or illness the District may assign him/her to a light duty assignment within the work restrictions described by his physician. Such temporary light duty assignment may be a modification of his/her usual and customary job or a job outside of the employee’s classification. Light duty assignments shall be at the employee’s regular rate of pay. In the event of a question or dispute regarding the employee’s disability or work restrictions the opinion of the district’s physician will prevail. Light duty assignments may be made as long as work is available or until the employee is released to return to full duty or for a maximum of sixty (60) work days in any fiscal year, whichever comes first. Temporary light duty may require periodic medical reevaluation.
Temporary Light Duty. The City may allow an employee who is on sick leave as defined in section 11.2(A) or Worker’s Compensation to return to work in a temporary light duty assignment, provided:
Temporary Light Duty a. Upon receipt of a written request, the District will make light duty work available to employees who have become temporarily unable to perform the full functions of their regular job, subject to the following provisions:
Temporary Light Duty a. The District will make light duty work available to employees who have become temporarily unable to perform the duties of their regular job and qualify for worker's compensation, subject to the following provisions:
Temporary Light Duty. It shall be a policy of the City and the San Pablo Police Department to encourage an injured or ill Officer or Sergeant to return to temporary light duty as soon as possible, following a Medical Release. The City and Department shall retain the right to evaluate and determine an employee's fitness for light duty.
Temporary Light Duty. Section 15.1
Temporary Light Duty. An HPOA Member incapacitated due to an injury or illness that is not work related may, at the option of the CITY, be employed in other work on a job within the CITY which a physician determines the HPOA Member is able to perform. The HPOA Member shall be paid one hundred percent (100%) of the HPOA Member’s current base pay providing no current employee is displaced or laid off as a result of such placement.
Temporary Light Duty. If, in the opinion of the physician treating a worker for a work related injury (not the worker's personal physician per se), the worker has significant medical restrictions but may perform some limited work, the "home" department may assign the worker to Temporary Light Duty for a period not to exceed ninety (90) calendar days. The worker shall be temporarily reassigned to another work unit within the department. If the "home" department does not have Temporary Light Duty work available at that time, the department will contact other City departments to ascertain if such work is available. If so, the worker may be temporarily reassigned to that department. The total time assigned to Temporary Light Duty shall not exceed ninety (90) calendar days, unless extended on an individual case-by-case basis.
