Chapter 11-Additional Policies.
11.1 Fitness test.
The City will pay $300 (less deductions required by law) to an employee who meets or exceeds the Criminal Justice Training Commission’s Basic Law Enforcement Academy Fitness Ability Test. The City will give the test once a year at the discretion of the Mayor. The Mayor, or designee, will administer the test. If an employee fails to meet the Fitness Standards on a testing date, the employee is ineligible to receive fitness pay for that period. An employee is not entitled any type of compensation for participating in a fitness test. Neither the Union nor an employee may grieve a failed fitness test.
11.2 Bilingual Incentive Pay.
Bilingual Incentive Pay. The City shall pay employees competent in foreign language(s) utilized in daily performance of work activities or in service to the City, one and a half percent (1.5%) of base rate pay. To receive bilingual incentive pay, an employee must demonstrate competency by obtaining certification status from the Department of Social and Health Services by passing a bilingual fluency test for DSHS employees and new recruits (or an equivalent test with the Mayor’s approval).
11.3 Light Duty.
(a) Light duty is a temporary, less arduous duty position. It may include a job classification at a lower salary level.
(b) To request a light duty assignment, an employee must submit the following to his or her immediate supervisor: (1) a written request for light duty, and (2) a medical certificate from the employee’s treating physician, which indicates the diagnosis, the prognosis, and the functional limitations of the employee.
(c) If an employee submits the required documentation, the City will provide a light duty assignment for an employee who is unable to perform his or her full and regular duty due to a work-related injury for up to a maximum of 120 days.
(d) If an employee submits the required documentation, the City may provide a light duty assignment for an employee who is unable to perform his or her full and regular duty due to a non-work-related injury for up to a maximum of 60 days.
(e) The City will review the light duty assignment every 30 days to determine if the assignment needs to continue.
(f) Nothing in this policy limits an employee’s right to seek reasonable accommodations as provided by federal and state law. At the end of a light duty assignment, in order to continue working, an employee must be able to perform the essential functions of his of his or her regular job, with reasonable accommodation if the employee is disabled, and if reasonable accommodation is necessary.
Policies incorporated by reference.
The following City policies, including all future amendments, are adopted by reference:
Notice of COBRA Requirements
The most current versions of these policies are posted on the City’s website.