Light-duty Assignment, Definitions and Restrictions—Light- duty assignments shall only be provided to employees with temporary disabilities where it has been medically determined that the employee will be able to return to the essential functions of his/her current job with or without accommodation. Under no circumstances shall the light-duty assignment be considered to be a permanent alternative position for purposes of reasonable accommodation under the American with Disabilities Act. Light-duty assignments: ♦ May consist of reduced work hours, limited work, or any combination thereof. ♦ Will not adversely affect the employee’s actual hourly rate of pay. ♦ Will be within the employee’s assigned department; or if no regular work is available, the employee may be assigned work outside of the department consistent with skill and ability. ♦ When feasible will be during the employee’s normal shift and duty hours. However, if it is determined that no useful work will be performed during the normal shift or duty hours, the employee can be assigned light-duty work during the normal office hours of 8:00 a.m. to 5:00 p.m., Monday through Friday or to an alternate shift. ♦ Will be developed based on available specific light-duty assignments on a case-by-case review of the medical restrictions, so as not to aggravate an injury or illness. ♦ Will not be placed in light-duty assignments that, in the normal course of events, will require that they provide direct field emergency response.
