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while on leave. Paychecks from the City will not resume until the employee returns to <br /> work. A payment plan for any employee responsible for payroll deductions that are <br /> missed while on leave will have to be coordinated with the Finance department. Non- <br /> Union employees not eligible for sick leave will receive all payments directly from the <br /> insurance carrier. <br /> If a paid on-call firefighter is injured on duty, the City's worker's compensation <br /> insurance company will determine if the injury qualifies for worker's compensation <br /> benefits. Once the injury is determined to be eligible for workers compensation benefits <br /> the insurance company will reimburse the employee for time missed as a paid-on-call <br /> fire fighter and (if applicable) work time lost from ones regular job. All future workers' <br /> compensation checks will be sent directly to the employee by the insurance carrier for <br /> lost wages. Paychecks from the City will not resume until the employee returns to <br /> work. A payment plan for any employee responsible for payroll deductions that are <br /> missed while on leave will be coordinated through the Finance department. <br /> Employees that are covered under a collective bargaining agreement are advised to <br /> review that section of the labor contract that addresses Injury on Duty (IOD) and <br /> worker's compensation benefits. <br /> Under Minnesota law, workers' compensation payments are not considered salary for <br /> PERA purposes when issued by a third-party payer. When an employee is placed on <br /> an extended workers' compensation leave, the employee generally receives a payment <br /> equal to two-thirds of his or her normal wage. PERA is not deducted from workers' <br /> compensation payments. If an employee wishes to receive service credits while <br /> drawing workers' compensation benefits, he/she can call PERA for more information. <br /> If you have any questions or concerns regarding worker compensation benefits, please <br /> contact the Assistant to the City Manager or the Finance Department. <br /> 4.7 Alternate Duty Assignment Policy <br /> When applicable, Department Directors will determine if an alternate work assignment <br /> is available and receive confirmation from the employee's doctor that the employee is <br /> able to perform alternate duty work without further aggravating his/her disability. The <br /> decision will be based upon the employee's knowledge, skills, and ability to perform <br /> available work. The City is under no obligation to provide an alternate work <br /> assignment for an employee that is returning from an injury. <br /> At no time shall the granting of an alternate work assignment interfere with the City's <br /> responsibility for providing adequate and cost effective services to its citizens. <br /> Refusal of an alternate duty work assignment may result in the loss of workers <br /> compensation or sick leave benefits. Workers compensation rules will dictate in the <br /> case of workers compensation cases. In other cases, the City Manager will determine <br /> whether the situation warrants loss of sick leave. <br /> This policy shall not be construed or interpreted to mean that any employee has a right <br /> to an alternate work assignment. <br />