Modified or Light Duty Work Sample Clauses

Modified or Light Duty Work. The Office of the Fire Chief may assign temporarily disabled employees to perform modified or light duty work (i.e., a reasonable accommodation) through an interactive process, when such work is available and consistent with the employee’s physical restrictions as determined by the injured employee’s treating physician. A leave of absence may also be considered a reasonable accommodation if circumstances warrant. The District will engage in a timely, good faith interactive process when an employee requests reasonable accommodations or when the District becomes aware of the possible need for an accommodation. This awareness might come through a third party, by observation, or because the employee has exhausted leave benefits but still needs reasonable accommodation. The process requires an individualized assessment of both the job and the specific physical or mental limitations of the individual that are directly related to the need for reasonable accommodation. Fire suppression employees shall not suffer a reduction in their normal pay and benefits as a result of performing modified or light duty work. If the light duty is warranted and the work is available within the division of the employee’s original assignment, the employee will be returned to work in a light duty capacity. If light duty is not available within the division of the employee’s original assignment, an appropriate alternative shall be sought. If an alternative is available, the employee will return to work in the alternative division. Employees shall not be required to accept light duty assignments outside of the District. Light duty assignments will continue until the employee’s treating physician determines that the employee is ready to be fully and completely released to return to normal working duties and activities.