Laserfiche WebLink
<br />53 <br /> <br />determined on a case by case basis, consistent with the operational <br />needs of the Department. Temporary modified duty assignments <br />are subject to continuous reassessment, with consideration given to <br />operational needs and the employee’s ability to perform in a <br />modified duty assignment. Temporary modified duty assignments <br />will generally not exceed a cumulative total of 1,040 hours in any <br />one-year period. <br /> <br />18.2.6 Prior to returning to full-duty status, employees shall be required to <br />provide certification from their treating physician stating that they <br />are medically cleared to perform the essential functions of their jobs <br />without restrictions or limitations. The Department may require a <br />fitness-for-duty examination prior to returning an employee to full <br />duty status. <br /> <br />18.2.7 Probationary employees who are assigned to a temporary modified <br />duty assignment shall have their probation extended by a period of <br />time equal to their assignment to temporary modified duty. <br /> <br />18.2.8 Employees assigned to temporary modified duty shall maintain all <br />certification, training and qualifications appropriate to both their <br />regular and temporary duties, provided that the certification, <br />training or qualifications are not in conflict with any medica l <br />limitations or restrictions. Employees who are assigned to <br />temporary modified duty shall inform their supervisors of any <br />inability to maintain any certification, training or qualifications. <br />Employees assigned to temporary modified duty will be paid for <br />training time if such time would have been paid when in a regular <br />duty assignment. <br /> <br />18.3 Light Duty Work During Pregnancy <br /> <br />18.3.1 An employee who is pregnant shall have the following options: <br /> <br />18.3.2.1 A pregnant employee may work light duty (an <br />assignment wherein the employee is not performing <br />the essential functions of the job with or without <br />accommodation) if her attending physician <br />determines light duty to be appropriate, or if the <br />employee so desires. If the attending physician <br />recommends light duty the employee shall obtain a <br />list of work restrictions from her physician. It is the <br />employee’s responsibility to insure that the work <br />6.A. - Page 64 of 99 <br />71