Section 3 Personnel
Policy 3-21 LIGHT (LIMITED) DUTY FOLLOWING AN ON THE JOB INJURY
DISTRIBUTION: All Departments
DATE: May 2, 2005
SUBJECT: Light (Limited) Duty following an On
the Job Injury
PURPOSE: To establish procedures for an effective light duty program to
address return to
work from an on the job injury and to provide for a means to allow an employee to return to work
prior to a full medical release thus allowing an employee to return to productive employment as
soon as he or she is physically able.
BACKGROUND: It is necessary to standardize the various programs used by
departments within the City. In order to provide a uniform and fair application of a program for
light (limited) duty among the various departments the following policy is hereby adopted and
made applicable to all departments of the City except those employees in the Police and Fire
Departments that are members of a collective bargaining unit and are covered by a collective
PROCEDURES: LIGHT (Limited) DUTY POLICY.
1. All employees injured while in the scope and performance of their duties with
the city shall
strive to return to work for the city as soon as possible with the treating physicians concurrence.
The employee shall request that the physician return them to light duty as soon as possible. The
employee shall, if the physician indicates that the employee is not capable of returning to his/her
normal duties, request that the physician evaluate the employee for a light duty assignment such
as but not limited to clerical duties including answering the telephone, filing or similar duties.
2. Upon being released by a physician to return to work on a light duty basis,
employee will immediately report to The Human Resources Department with a form furnished by
the City and completed by his physician indicating any restrictions.
3. The Human Resources Director or his designated representative will interview
to review his/her physical restrictions and to determine his/her education, training, experience
and skills. This information will be used in determining light duty assignments for which the
employee is qualified and physically capable of performing.
4. The Human Resources Director or his representative will contact the department
determine if the injured employee can be utilized in any division within the department. In all
cases, the department to which the injured employee is permanently assigned will have priority in
utilizing the employee while the employee is in light duty status.
5. If the department has no appropriate tasks available for the injured employee,
Resources Director or his designated representative will survey other departments to determine if
they can use the injured employee on a light duty basis.
6. If there are no meaningful tasks available that the injured employee is capable
the injured employee will be sent home subject to being called back should appropriate light duty
become available. A light duty assignment is not guaranteed to an injured employee and in no
event will a position be created for the sole purpose of utilizing the injured employee in a light
duty status nor shall a modification of job duties be made which allows the employee to perform
in a light duty capacity.
7. Wage and benefit cost of the injured employee will continue to be paid by
the division to
which the injured employee is permanently assigned.
8. An employee who is assigned to light duty SHALL NOT be assigned to
any duties, even
temporarily, that would require the employee to perform duties that are not within the restrictions
placed by the physician or that could be considered the normal duties of the employee.
9. An employee who is assigned to light duty will be required to
periodically furnish a written
statement, from his or her treating physician or the physician designated by the City that he or
she is incapable of performing his or her normal duties.
10. In no event will an employee be allowed to perform more than 520 hours of
except as provided below. On completion of 440 hours of light duty the employee will be
required to furnish a written statement from his/her physician that indicates a DATE
CERTAIN that the employee will be able to return to his/her normal duties. The period of light
duty shall not be extended unless the date certain provided by the employees physician does
not exceed an additional 80 hours of light duty, this period cannot be further extended.
11. If the date certain is past the maximum number of hours allowed
for light duty (520) plus
any allowed extension the employee will be required to return to a Temporary Total Disability
status under the Citys Workers Compensation program. When able to return to work the
employee is not assured of placement in the employees former position.
12. A light duty position shall not be available for any injury or illness not
incurred in the
course and scope of employment i.e. an injury or illness which is determined not to be covered
by the Citys workers compensation program.
REFERENCES: Administrative Policy 2-1
EFFECTIVE DATE/ This policy becomes effective on May 2, 2005 and shall
remain in effect
DEPARTMENT: Human Resources
May 2, 2005
(3-21, Added, 05/02/2005)