Alternate Duty Assignment. Upon submission of medical documentation that an Employee is unable to temporarily perform fire fighting duties due to an injury or illness, and where said restriction is expected to last greater than the twenty-eight (28) day work period, the Employer may provide, at the Employee’s request, alternative duty. Alternative duty shall be limited to that which is medically appropriate and which contributes in a meaningful and identifiable way to the function and mission of the Employer. The parties agree that alternative duty assignments are to be of a temporary nature, not exceeding one hundred twenty (120) calendar days. Once an Employee has been medically certified as fit for duty, the Employee will be returned to the position to which the Employee was assigned prior to the temporary disability, unless in the interim the Employee has been promoted. The Employees’ 24/48 hourly wage rate shall be utilized for the purpose of calculating earned wages during the alternate duty assignment. Employees may supplement their wages earned during an alternate assignment with sick leave for any portion of hours greater than those available in the alternate assignment but not more than the maximum number of hours in an Employee’s regular non-restricted work week.
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