TEMPORARY LIGHT DUTY ASSIGNMENT Clause Samples

TEMPORARY LIGHT DUTY ASSIGNMENT. Employees who have experienced an illness or injury and who are released to return to work on a regular or reduced schedule basis but with temporary restrictions, as supported by medical documentation, may request a temporary light duty assignment. When such a request is made, the request will be reviewed for approval by the State Entity’s Human Resources Director or designee. A temporary light duty assignment is for a specified time and limited purpose and fulfills necessary job duties and responsibilities appropriate for the Employee’s skills and level of experience as determined by the State Entity and which the Employee can perform without violating any medical restriction(s) imposed as a result of a temporary illness or injury. The Employee will be compensated at their normal rate of pay for the temporary duty hours worked. A temporary light duty assignment does not create a right for the Employee to permanently perform the duties or occupy that or any other position on a regular basis. A temporary light duty request or assignment under this Article does not supersede or modify the procedures applicable to Employees eligible for short-term disability (STD), long term disability (LTD), Workers’ Compensation, reasonable accommodation under the Americans with Disabilities Act (ADA) or leave benefits under the Family and Medical Leave Act (FMLA). In the event that any conflict arises between these laws, applicable benefit plans or provisions of this Article, the laws and applicable benefit plans shall control. Nothing in this Article is meant to alter the State’s or Employee’s rights or obligations under the Colorado Anti-Discrimination Act (CADA), ADA, the FMLA, the State’s STD or LTD Insurance plans or Workers’ Compensation regulations.

TEMPORARY LIGHT DUTY ASSIGNMENT. 17.1 Temporary Light Duty Assignments for Work-Related Injuries and Illnesses 17.1.1 For the convenience of the City, an employee may be assigned other duties in a temporary light duty assignment as a result of a work-related injury or illness based upon the employee’s abilities. Light duty assignments shall be approved in writing by the Chief of Police. Light duty assignment approval is subject to the needs of the City during the period of the employee’s condition. Light duty assignments are not guaranteed and are considered on a case- by-case basis. Employee ability to perform any given light duty assignment is determined based on capabilities, medical restrictions, job qualifications and medical or psychological evaluation from a physician designated by the City. 17.1.2 When the employee is receiving Workers’ Compensation disability pay, employee refusal to accept a light duty assignment offer is cause for disciplinary action and could result in the reduction or loss of Workers’ Compensation benefits. 17.2 Temporary Light Duty Assignments for Non-Work-Related Injuries, Conditions, and Illnesses 17.2.1 Full-time employees with non-work-related injuries, conditions (including pregnancy) or illnesses may request consideration for a temporary transfer to a light duty assignment. The determination of the availability and continuation of a light duty assignment within the department is to be made by and within the sole discretion of the Chief of Police. The number of light duty assignments available for non work-related injuries, conditions and illnesses shall be capped at three (3) assignments at any one time. For purposes of this Article, pregnancy-related medical conditions shall not be considered to be among the “injuries, conditions and illnesses” at issue. Job modifications due to pregnancy-related medical conditions shall be determined under the policies set forth in the Personnel Manual. Full-time employees that request consideration for temporary transfer to a light duty assignment are subject to the following conditions and guidelines: The employee shall authorize release to the City of the employee’s Protected Health Information related to the injury, condition, or illness by execution of an Authorization for the Use and Disclosure of Protected Health Information (PHI) form. 17.2.2 The employee’s personal physician shall provide to the City a written report stating a date certain when it is expected the employee can return to regular duty and a det...

TEMPORARY LIGHT DUTY ASSIGNMENT. Light duty assignments available in the City of Portage Fire Department for Firefighters are computer/data entry, fire prevention classes in schools, assisting with administrative duties, and any other specialized activities the Employee may be qualified for not conflicting with any restrictions as set by the Employee’s treating physician. A Firefighter who has not been released for full duty, and who can perform the duties described above and who is released by his or her treating physician for such duty should be assigned to such light duty in eight (8) hour shifts on Monday through Friday, except on designated Holidays at the Firefighter’s regular rate of pay and benefits, including ▇▇▇▇▇ benefits, at the discretion of the Fire Chief. If, in the opinion of the Fire Chief, an Employee is abusing the light duty assignment benefit, light duty may be denied or ended for said Employee. Light duty assignments should be limited to (60) sixty days in duration. The following guidelines shall apply to light duty: • Employees first qualify for Major Medical Sick Leave benefits in order to qualify for light duty. • Light duty may only be granted to an Employee with an anticipated date of return, as provided by Employee’s attending physician. • Light duty shall be given in a maximum of (30) thirty-day increments. Any requests for additional light duty must be made at least (5) five business days prior to the scheduled end of Employee’s light duty assignment.