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55 12/2024 <br /> <br /> <br /> <br />who are medically unable to perform their regular work duties. Light duty is evaluated by the city <br />administrator on a case-by-case basis. This policy does not guarantee assignment to light duty. <br /> <br />Such assignments are for short-term, temporary disability-type purposes; assignment of light duty is at the <br />discretion of the city administrator. The city administrator reserves the right to determine when and if light <br />duty work will be assigned. <br /> <br />When an employee is unable to perform the essential requirements of his/her job due to a temporary <br />disability, he/she will notify the administrative services director in writing as to the nature and extent of <br />the disability and the reason why he/she is unable to perform the essential functions, duties, and <br />requirements of the position. This notice must be accompanied by a physician’s report containing a <br />diagnosis, current treatment, and any work restrictions related to the temporary disability. The notice <br />must include the expected time frame regarding return to work with no restrictions, meeting all essential <br />requirements and functions of the city’s job description along with a written request for light duty. Upon <br />receipt of the written request, the administrative services director is to forward a copy of the report to the <br />city administrator. <br /> <br />The city may require a medical exam conducted by a physician selected by the city to verify the diagnosis, <br />current treatment, expected length of temporary disability, and work restrictions. <br /> <br />It is at the discretion of the city administrator whether or not to assign light duty work to the employee. <br />Although this policy is handled on a case-by-case basis, light duty will not generally be approved beyond six <br />months. <br /> <br />If the city offers a light duty assignment to an employee who is out on workers’ compensation leave, the <br />employee may be subject to penalties if he/she refuses such work. The city will not, however, require an <br />employee who is otherwise qualified for protection under the Family and Medical Leave Act to accept a <br />light duty assignment. <br /> <br />The circumstances of each disabled employee performing light duty work will be reviewed regularly. Any <br />light duty/modified work assignment may be discontinued at any time. <br /> <br />WORK COMP INJURY OR ILLNESS <br />All employees are required to report any job-related illnesses or injuries to their supervisor immediately <br />(no matter how minor). If a supervisor is not available and the nature of injury or illness requires <br />immediate treatment, the employee is to go to the nearest available medical facility for treatment and, as <br />soon as possible, notify his/her supervisor of the action taken. In the case of a serious emergency, 911 <br />should be called. <br /> <br />If the injury is not of an emergency nature, but requires medical attention, the employee will report it to <br />the supervisor and make arrangements for a medical appointment. <br /> <br />Workers’ compensation benefits and procedures to return to work will be applied according to applicable <br />state and federal laws. <br /> <br />