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Policy Manual 
HEALTH AND SAFETY

7-6-6
Light Duty

Policy Light Duty:  Worker's Compensation Case:
Light duty assignments shall be provided for employees who are unable to perform full and regular duty due to a work related injury for up to a maximum of ninety (90) days upon submission of required medical documentation.

Light Duty:  Non-Worker's Compensation Case:
Light duty assignments may be considered for employees who are unable to perform full and regular duty due to non-work related conditions or injuries for up to a maximum of ninety (90) days upon submission of required medical documentation in accordance with applicable contract provisions, statutes and laws.

In either of the above cases, light duty assignments shall predominantly involve duties appropriate to the employee's classification/class series and bargaining unit.

Americans With Disabilities Act This policy does not limit the rights of employees covered by the Americans With Disabilities Act (ADA) to seek reasonable accommodations as provided under that law.
Definitions

 

A less arduous duty position is an alternate position which may include job classifications of lower salary level and positions in other locations.

Light Duty Assignments An employee who has been granted a light duty assignment
  • shall not be displaced from that assignment during the 90-day period by another employee who subsequently seeks a light duty assignment for the same class/class series at that location, even though the latter employee has greater seniority
  • shall not be removed from that assignment during the 90-day period if his/her physician will no longer certify the employee's ability to return to regular duty at the conclusion of the 90 days, provided that the employee is still able to perform the assignment and there is still productive light duty work.
Procedures for Requesting Approval for Light Duty The procedures for requesting approval for light duty are as follows:
Person Action
Employee
  • Submit to his/her manager:
    • a written request for light duty, and
    • a medical certificate from the treating physician which indicates the following:
      • diagnosis and prognosis, and
      • functional limitations of the employee.

If the light duty request is approved, updated medical certificates must be submitted at the 30-day and 60-day intervals.

Manager
  • Forward to the Director of Human Resources:
    • the light duty request
    • the medical certificate, and
    • a recommendation from the Regional Administrator, or designee, indicating the region's ability to provide light duty.
Director of Human Resources
  • Review the request.
  • Determine if the request may be approved.  When necessary, the employee shall use accrued sick leave or may be placed on medical leave of absence until required documentation is received.
  • Notify the employee and Regional Administrator, or designee, of approval or denial of the request.
  • If light duty is approved and the employee is not able to return to full and regular duty at the conclusion of ninety (90) days, place the employee on medical leave of absence in accordance with contract provisions and the Family and Medical Leave Act (FMLA).
  • When necessary, conduct a search for a less arduous duty position (see below).

 

Search for Less Arduous Duty Position Should the employee's physician determine that the employee has reached maximum medical improvement and is still unable to return to full and regular duty, the Department shall conduct a less arduous duty search for an alternate position.

If the employee has concluded ninety (90) days of light duty, the employee shall be placed on medical leave of absence in accordance with contract provisions and the Family Medical Leave Act (FMLA) pending completion of the less arduous duty search.

The search shall be for an alternate position

  • for which the employee qualifies and is medically able to perform without further injury
  • which the Department intends to fill
  • which will include job classifications of lower salary level and positions in other locations.

If the search is successful, the employee shall be placed in the position provided that no other employee has greater or earlier rights to that position.

  • For P-2 employees, greater or earlier rights to the position means that no other employee has rights to that position as a result of layoff reemployment or SEBAC lists of P-2 employees, grievance decisions and/or settlements or a prior written commitment to an outside hire issued by the DCF Human Resources Office.

If the search is unsuccessful, the Department shall request the Department of Administrative Services (DAS) to conduct a less arduous duty search of other agencies.

Connecticut Department of Children and Families                                                               Effective Date:  November 1, 2002   (New)