Employees Assigned to Light Duty. Employees on a suppression assignment assigned to light duty as a result of an industrial or off-duty injury or sickness do not qualify for administrative assignment pay and may not work overtime hours. When such an employee is assigned to a light duty assignment (40-hour work week) during a 24-day FLSA work period he/she shall remain on a 24-day FLSA work period until the end of that work period. If it is unclear as to whether the employee will return to full- duty during the next 24-day FLSA work period, the employee will be placed on a seven (7) day FLSA workweek. When the employee is released to return to full duty and can be assigned back to a suppression schedule, he/she will be placed back on the ongoing 24-day FLSA work period even if in the middle of that work period. While assigned to the 40-hour work week schedule (even if the employee is still on the remainder of the 24-day FLSA work period) employees will be subject to the conversion described in the Vacation and Sick Leave articles of this MOU. All accrued vacation, sick leave and holiday bank on the books will be divided by 1.4. Additionally, the employee will begin to accrue vacation, sick leave holiday bank hours based on a 40 hour assignment (i.e., at the rate 56 hour suppression employees accrue divided by 1.4). When the employee is released to return to full duty and is assigned back to his/her suppression schedule (56 hour work week), his/her leave accruals and rate at which his/her leave accrues will be converted back to the 56 hour rate, i.e., multiplied by 1.4.
