Light Duty. Where the injured employee's treating physician authorized by the County recommends light-duty assignment, it will be the responsibility of the appointing authority to arrange suitable light duty. Department of Human Resources may provide staff technical assistance to find a suitable light-duty assignment, one which accommodates the particular restrictions provided by the treating physician.
Light Duty. Any restriction of hours worked and/or duties performed as a result of a job-related injury where such hours and/or duties are different than the employee's established work schedule and/or regular assigned duties prior to the injury.
Light Duty. Assignments for temporarily disabled employees. An employee who is absent by reason of industrial disability may be returned to work and given temporary light duties within his or her ability to perform. The duration of any such period of temporary work should be determined by the City. Employees should be compensated at the rate of pay of their regular classification while engaged in such temporary duties, and such work assignments are to incorporate the following provisions:
Light Duty. The Agency agrees to provide for light duty assignments.
Light Duty. 32.1. An employee who is released by a physician to perform limited duties because of a temporary disability may be assigned to light duty at the discretion of the District. Light duty may consist of duties other than those normally performed by the employee and that are within the employee’s medical restrictions. An employee assigned to light duty will be paid the regular wage rate for the job classification to which he or she was assigned prior to being temporarily disabled.
Light Duty. An employee on injury leave who is unable to fully perform the duties of the employee's job classification may be required to perform modified or alternate duties if available and at the discretion of the Agency Head. The employee shall be capable and qualified to perform the assigned work. The employee shall be compensated at the employee's factored rate of pay. Employees may be assigned to work light duty.
Light Duty. Any employee who is placed on light duty and who was working a 24-hour work schedule immediately prior to being placed on light duty shall, at his/her option, remain on the same 24-hour work schedule for no less than four (4) weeks from the time of the injury or illness. The Fire Chief shall consider on a case-by-case basis requests to remain on 24-hour light duty shifts beyond the initial period. Such requests shall not be unreasonably denied.
Light Duty. Item 15 – Number of light duty assignments to be reserved The number of permanent light duty assignments will be determined based on need and on applicable laws and regulations. The Union shall be notified when a light duty reassignment is made to an APWU represented craft from any other craft.
Light Duty. When, due to job related injury or illness, an employee is unable to perform his/her normal duties, the employee may work in a light/limited duty capacity if the department determines such work is available. Employees may work light/limited duty only upon the authorization of the employees attending physician or a properly appointed County physician, and only to the extent that the employees illness or injury is not further aggravated by working in this capacity nor is a hazard created for other employees. If light/limited duty is available and the employee is cleared by an attending physician to perform such work, he/she shall be required to accept light/limited duty. The shift worked by the employee shall be determined in accordance with the best interest of the department.
Light Duty. An employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) has the right to request that he/she be placed in an available light duty assignment that the employee is qualified to perform and such a request shall not arbitrarily and unreasonably be denied, provided that the employee’s physician has provided a statement that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre- existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. If the City has any question concerning the employee’s fitness to perform the light duty assignment, the City may reasonably base its decision regarding light duty on the findings of the City’s physician. The City may require an employee who is on sick leave or Worker’s Compensation leave (as opposed to disability pension) to return to work in an available light duty assignment that the employee is qualified to perform, provided the City’s physician has reasonably determined that the employee is physically able to perform the light duty assignment in question without significant risk that such return to work will aggravate any pre-existing injury and that there is a reasonable expectation that the employee will be able to assume full duties and responsibilities within six (6) months. The employee may, under such circumstances, present a statement from his/her own physician to the physician selected by the City for his/her consideration in making the determination of the employee’s fitness to perform the light duty assignment in question. If an employee returns or is required to return to work in a light duty assignment, and the employee is unable to assume full duties and responsibilities within six (6) months thereafter, the City retains the right to place the employee on disability leave. Nothing herein shall be construed to require the City to create light duty assignments for an employee. Employees will only be assigned to light duty assignments when the City reasonably determines that the need exists and only as long as such need exists. Nothing in this Section shall affect the statutory rights of the Pension Board in dealing with an employee on a disability pension.
