Loading...
HomeMy WebLinkAboutR-2306 - Amending Resolution No. 2260, and adopting revisions to the Personnel rules of the City of Marysville, workplace health and safety- return to work proCITY OF MARYSVILLE Marysville,Washington RESOLUTION NO.2-.3 o,e, A RESOLUTION OF THE CITY OF MARYVILLE AMENDING RESOLUTION NUMBER 2260,AND ADOPTING REVISIONS TO THE PERSONNEL RULES OF THE CITY OF MARYSVILLE,WORKPLACE HEALTH AND SAFETY -RETURN TO WORK PROCEDURES AND TEMPORARY LIGHT DUTY POLICY. WHEREAS,the City Council adopted Resolution No.2260 on May 11,2009 revising the Personnel Rules of the City of Marysville; WHEREAS,the Personnel Rules,Workplace Health and Safety -Return to Work Procedures and Temporary Light Duty Policy,attached hereto as Exhibit A,was created to provide policies and procedures for managing the return to work of injured City employees. WHEREAS,the Personnel Rules,Workplace Health and Safety -Return to Work Procedures and Temporary Light Duty Policy,attached hereto as Exhibit A,was designed to return eligible workers to employment to speed recovery from injury or illness,minimize time loss and reduce insurance costs. BE IT RESOLVED BY THE CITY COUNCIL OF THE CITY OF MARYSVILLE AS FOLLOWS: 1.All provisions set forth in Resolution No.2260,pertaining to the Workplace Health and Safety Section of the Personnel Rules,are hereby updated by this resolution,to include a Return to Work Procedures and Temporary Light Duty Policy. 2.That the Personnel Rules of the City of Marysville,Workplace Health and Safety -Return to Work Procedures and Temporary Light Duty Policy,attached hereto as Exhibit A,are hereby adopted and approved in all respects. PASSED by the City Council and APROVED by the Mayor the /3 -M day of June 2011. CITY OF MARYSVILLE APPROVED AS TO FORM: 6dMQ -City Attorney WORKPLACE HEALTH AND SAFETY Return to Work Procedures and Temporary light Duty The City of Marysville values the safety,health and well being of all its employees.We want to provide safe and healthful working conditions in all of our operations and to follow all laws and regulations in regards to the safety and health of our employees. The City supports the practice of bringing injured employees back to work,as soon as th~y are medically able,to a position compatible with any physical restrictions they may have. The Return to Work program is intended to restore employees to gainful employment as soon as possible when there is little probability of re-injury to themselves and no direct threat to others. It is the City's policy to provide temporary alternatives to normal employment activities for employees who,as the result of an injury,have been released to lighter duties than their regular job r~quires.Temporary ("light")duty assignments are provided when the medical prognosis indicates that the ~mployee is expected to return to full duty following a course of medical treatment. The City will make every reasonable effort to place returning employees in existing positions that are the same as,or equivalent to,those held prior to the illness or injury.However,the City is under no affirmative obligation to create a position solely for this purpose.If the only suitable position is in a lower classification the employee will receive the salary within that classification.Employees in positions that are at a reduced pay level may be entitled to loss of earnings (LOE)from the Department of Labor and Industries.LOE payments help offset the difference between the employees original wage and the temporary wage. GENERAL Employees with an injury that results in disability of more than 5 consecutive working days off may request to be assigned to temporary light duty work or,at the City's request,the employee may agree to work light duty.Employees injured on the job will be given preference in filling temporary light duty assignments.Consideration for temporary light duty assignments will be made on a case by case basis and will be contingent upon the following: 1.The employee presenting a physician's statement that includes a complete description of the physical restrictions or limitations and releasing the employee for temporary light duty; 2.The City's ability,consistent with operational requirements,to temporarily modify the employee's regular job to accommodate the restrictions or limitations as stated by the medical professional OR the availability of light duty work,either in the employee's assigned work group or any other work group within the City,that does not exceed the identified restrictions/limitation; 3.The employee being otherwise qualified,i.e.,possessing the necessary knowledge, skills and abilities,and certifications,as determined by Human Resources,to perform the work. 4.Temporary light duty assignments shall be short-term and shall mean 30 days or less.After 30 days,the need for additional light duty will be reviewed on a case by case basis and must be approved by the Chief Administrative Officer.Nothing in this policy or procedure establishes a right to be placed on temporary light duty or,once placed,to continue in such an assignment for any specified length of time. Human Resources has the overall responsibility for the coordination and administration of this program and will work with Department Directors,or their designee,to identify appropriate temporary light duties.If possible,employees will be returned to their regular department.In instances where there are no modifications that are compatible with the restrictions,the temporary position may be in another department.First priority will be placement within the employee's job classification.Second priority will be placement within the employee's department,and third priority will be placement in another department. PROCEDURE An employee must submit to Human Resources a physician's statement,typically a completed Return to Work Authorization form,with specific information indicating that they are temporarily unable to perform the scope of duties of their position.The worker cannot return to work without a release from the treating physician. Human Resources will contact the employee's Director/Manager and notify them that the physician has indicated that an employee has work restrictions.The Director/Manager and Human Resources will determine whether an appropriate temporary light duty assignment is available. If clarification is needed to determine whether an employee can safely perform temporary light duty,Human Resources will notify the treating physician that the injured worker may be considered for temporary light duty and provide a Temporary Job Analysis Form.This form will list tasks available and describe the required physical capabilities. If temporary light duty is approved,Human Resources will contact the employee.All tasks assigned/performed are to be within the limits defined by the physician.The Director/Manager is to explain/review limitations with the employee prior to work so that the recovering employee will not aggravate his/her condition while performing temporary light duty. Human Resources should be contacted immediately if problems arise with the employee and/or temporary light duty assignments.