{"id":10677,"date":"2023-09-05T13:01:38","date_gmt":"2023-09-05T20:01:38","guid":{"rendered":"https:\/\/nau.edu\/university-policy-library\/?page_id=10677"},"modified":"2023-09-05T13:01:38","modified_gmt":"2023-09-05T20:01:38","slug":"hr_4-07","status":"publish","type":"page","link":"https:\/\/in.nau.edu\/university-policy-library\/hr_4-07\/","title":{"rendered":"Light Duty"},"content":{"rendered":"
Human Resources<\/h5>\n

4.07 Light Duty<\/strong><\/h3>\n

The University recognizes employees returning to work from illness or injury may need an accommodation for a specific period based upon circumstances.<\/p>\n

Origination date<\/strong>: 10\/1\/1993
\nRevised<\/strong>: 1\/1\/2000
\nApplicability<\/strong>: Academic Professionals, Administrators, Classified Staff, Faculty, Service Professionals<\/p>\n

Light Duty<\/h5>\n

An employee may return to work after leave of absence (Family Medical, Extended or Industrial), or sick leave under certain controlled conditions when the employee’s physician issues a restricted or conditional medical release and if a light duty assignment is available in the employee\u2019s department.<\/p>\n

An employee who cannot perform the essential functions of his\/her job, with or without reasonable accommodation in his\/her former position, may apply for transfers to other positions for which he\/she qualifies and where his\/her restrictions can be accommodated. For an employee, this transfer process would be accomplished in accordance with the promotion\/transfer procedures outlined in Policy 1.08 Recruiting and Hiring.<\/p>\n

A light duty assignment ends when an employee’s physician releases him\/her without any restrictions or a reasonable accommodation is no longer offered.<\/p>\n

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Visit the Human Resources Contact Us <\/a>info page if you have questions about an HR policy or a related matter<\/strong><\/p>\n

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Quick Links<\/h4>\n