Code: GCBDB/GDBDB
Adopted: 12/16/10
Revised/Readopted: 6/20/17, 4/11/2023
Orig. Code(s): GCBDB/GDBDB 

Efforts will be made, on a case-by-case basis, to reinstate ill or injured employees to work. The reinstatement will be within the requirements of the injury, the limitations of the law and the limitations of the ESD.

In the event an employee is not able to perform essential job functions completely after an illness or injury, the ESD will determine whether reasonable accommodations are appropriate that would provide temporary light-duty assignment, restructuring of a position to include modified work days, shift or part-time work, hours of work or modifications in facilities, equipment, special aids, and services. Reasonable accommodations must not result in an undue hardship on the ESD. 

If an employee cannot be reasonably accommodated in their current position, the ESD will review alternative assignments. The employee, if qualified, will be offered an available vacant position with or without reasonable accommodations. If recovery is ongoing, sick leave is exhausted and no other assignment is possible, the ESD may provide temporary unpaid leave as an accommodation in accordance with state and federal law.

The ESD will maintain current job descriptions for each job position. Physical requirements for appropriate job categories will be established. 

The superintendent or designee will develop procedures necessary to implement this policy. 

END OF POLICY 

Legal Reference(s): 

• ORS 659A.043
  
• ORS 659A.046
  
• OAR 436-110-0003 to -0900
  
• OAR 581-024-0240 
• Americans with Disabilities Act of 1990, 42 U.S.C. §§ 12101-12213; 29 C.F.R. Part 1630 (2016); 28 C.F.R. Part 35 (2016). 

Cross Reference(s): 

• ACA - Americans with Disabilities Act
  
• GAB - Job Descriptions