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City of Arden Hills Personnel Policy Effective February 29,2016 <br />When an employee is unable to perform the essential requirements of his/her job due to <br />a temporary disability, he/she will notify the supervisor in writing as to the nature and <br />extent of the disability and the reason why he/she is unable to perform the essential <br />functions, duties, and requirements of the position. This notice must be accompanied by <br />a physician's report containing a diagnosis, current treatment, and any work restrictions <br />related to the temporary disability. The notice must include the expected time frame <br />regarding return to work with no restrictions, meeting all essential requirements and <br />functions of the City's job description along with a written request for light duty. Upon <br />receipt of the written request, the supervisor is to forward a copy of the report to the <br />Director of Administrative Services. <br />The City may require a medical exam conducted by a physician selected by the City to <br />verify the diagnosis, current treatment, expected length of temporary disability, and work <br />restrictions. <br />It is at the discretion of the City Administrator or his/her designee whether or not to <br />assign light duty work to the employee. Although this policy is handled on a case-by-case <br />basis, light duty will not generally be approved beyond six months. <br />If the City offers a light duty assignment to an employee who is out on Workers' <br />Compensation leave, the employee may be subject to penalties if he/she refuses such <br />work. The City will not, however, require an employee who is otherwise qualified for <br />protection under the Family and Medical Leave Act to accept a light duty assignment. <br />The circumstances of each disabled employee performing light duty work will be <br />reviewed regularly. Any light duty/modified work assignment may be discontinued at any <br />time. <br />Reasonable Accommodations to an Employee for Health Conditions Relating to <br />Pregnancy <br />The City will attempt to provide a female employee who requests reasonable <br />accommodation with the following for her health conditions related to her pregnancy or <br />childbirth: <br />More frequent restroom, food, and water breaks; <br />Seating; <br />Limits on lifting over 20 pounds; and/or <br />Temporary transfer to a less strenuous or hazardous position, should one be available. <br />Unless such accommodations impose an undue hardship on the City, the City will engage <br />in an interactive process with respect to an employee's request for a reasonable <br />63