HomeMy WebLinkAbout20120702 - VI-10
City Council Memorandum To: Mayor Hicks & City Councilmembers From: Melanie Mesko Lee, Assistant City Administrator Date: June 27, 2012 Item: Personnel Policy Amendment—Temporary Alternate
Duty Council Action Requested: Approve an amendment to Chapter 8 of the City's personnel policy, which would clarify the City's intent to engage workers injured on the job engaged in
temporary alternate duty as well as the length of time temporary alternate duty can be approved by a department head. Background Information: Periodically, the City reviews sections
of the Personnel Policy for updates or changes. Recent review has led to a recommendation of some policy language updates as follows: i) Personal Injury/Workers Compensation NEW LANGUAGE.
It is the City’s policy to keep employees who suffer a work related injury engaged in the organization through meaningful work in compliance with any physician imposed limitations. Context—this
outlines that it is the City’s goal to try to keep WC injured employees engaged in the the workplace in a temporary, alternate duty capacity during their injury to the extent that we
can. Non-WC injuries will use sick/accrued leave to account for their absences. e Temporary Alternate Duty REVISED LANGUAGE. Temporary alternate duty may be permitted for up to 90 days
with the approval of the Department Head 6 months; extension of temporary alternate duty beyond 90 days 6 months must be approved by the City Administrator. Context—this reduces the
timeline for temporary alternate duty to align with the City’s Long Term Disability waiting period. In addition to the personnel policy amendment, departments may be incorporating specific
language with respect to pregnancy/maternity duty. We feel that this language supports our female employees during pregnancy who may be in physically demanding jobs and need specific
accommodations as a result of pregnancy. At this time, the changes are expected to be incorporated into the Police and Fire Department policy books and may be incorporated into additional
additional departments as deemed appropriate. A summary of the proposed department policy language is below
PREGNANCY/MATERNITY DUTY POLICY It is the policy of the City of Hastings to provide pregnant employees an opportunity to continue to productively participate in the workforce during
pregnancy. Pregnant employees who are able to work will be permitted to do so on the same basis as other employees if they are able to fully perform their regularly assigned job duties.
An employee will not be placed on Maternity Duty or removed from active duty simply on the basis of the employee’s pregnancy. Temporary Maternity Duty reassignments will not affect the
employee’s pay status or evaluation dates or promotional status. However, reassignments may result in a change in work schedule. Any time off for physician appointments, required bedrest,
or other illnesses including delivery and recuperation time may be taken off through the use of accrued leave and in compliance with FMLA. The total time spent in a reassigned position
due to pregnancy will not exceed 12 months. This change was communicated to employees via the Employee Intranet. Financial Impact: N/A Advisory Commission Discussion: N/A Council Committee
Discussion: N/A Attachments: None