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<br /> r¡'A ~ <br /> If the City determines that "light duty" work is unavailable or is not economically feasible, <br /> the partially-disabled employee will be placed or retained on, or returned to, disability leave <br /> of absence, subject to the other requirements and time limits of the disability leave policy. <br /> If follow-up doctor's visits require the employee's absence from work, the employee must <br /> make arrangements with the supervisor for his/her absence. When all medical restrictions <br /> have been lifted, the City will remove the employee from "light duty" status. <br /> If the employee is found to be permanently disabled from performing the essential <br /> functions of his/her regular position but may be qualified to perform the duties of another <br /> position, the employee will be assigned on an "available for placement" status. (section <br /> follows) <br /> F. A vailable for Placement Status: <br /> ,. <br /> An employee on "available for placement" status will have ninety (90) calendar days to <br /> apply through the job posting program for any available position for which he/she is qualified. <br /> "Available for placement" employees will be afforded the same consideration as other internal <br /> qualified applicants for the same job. If the employee is selected for a job, he/she will be paid <br /> within the salary range for the position. (See Page 9- Chapter 3 - Compensation) If the <br /> employee is unable to secure another position in the City within ninety (90) calendar days, the <br /> employee will be terminated due to incapacity. An employee who does not return to work on <br /> the first regular working day following the end of the period provided in the leave of absence <br /> will be considered to have resigned unless an extension is requested and granted prior to the <br /> expiration of the originally approved leave. (See Page 56 - Section 10.10 - Resignation) <br /> Approval of an extension will follow the same process as the original approval. <br /> Every effort will be made to place an employee returning from a leave of absence in the <br /> October] 992 Employee Handbook - City of San Marcos Page 4 - 7 <br />